YEARS

THE NEW BRUNSWICK ABORIGINAL LABOUR MARKET

INTELLIGENCE REPORT

Ready. Willing. Able.

February 2016

CONTRIBUTORS TO THIS PROJECT

SUPPORTER OF THIS PROJECT

3From the CEO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Foreword. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

Aboriginal People In The Trades Steve Triska, Red Seal Industrial Mechanic. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Shipbuilding Workforce Summary. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

Success In The Workforce Laura MacFarlane, Red Seal Cook. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Training-To-Employment Is Essential To Building Our Provincial Aboriginal Workforce . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Future Directions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11

Whats Inside?

TABLE O

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4With a looming skills gap coupled with an aging Canadian labour market, First Nations people are becom-ing an increasingly key player in providing a solution to Canadas present and future workforce challenges.

In New Brunswick, the percentage of the Aboriginal population that is below 24 years old is 41.5%. The non-Aboriginal population holds a much lower percentage with only 27.2%. These percentages mirror their national counterparts making it obvious that First Nations peoples are emerging at an opportune moment to boost not only their own economies, but the national economy as well. The importance to document and analyze this emerging labour market is urgent and necessary.

Research by both industry and the federal government has called for increased engagement and develop-ment of the Aboriginal workforce. The Aboriginal Labour Market Information Project aims to develop the statistical capacity of New Brunswicks First Nation communities to increase overall workforce participation and analysis. A workforce inventory of these communities will help prepare Aboriginals to benefit from re-gional and national economic opportunities, rejuvenate the aging workforce, and create economic benefit for all of Canada.

The inaugural Aboriginal Labour Market Intelligence Report: Ready. Willing. Able., gives a snapshot of the Aboriginal workforce as it relates to the National Shipbuilding Procurement Strategy. Future publications will focus on community skills capacity as a provincial skills inventory is developed.

JEDI would like to thank our partners in this initiative: the New Brunswick First Nations, Saint John River Valley Tribal Council (SJRVTC), North Shore Micmac District Council (NSMDC), Mawiw Tribal Council, New Brunswick Aboriginal Peoples Council (NBAPC), Working Warriors (www.workingwarriors.ca), and the Department of Post Secondary Education, Training, and Labour (DPETL). Greater opportunities will be avail-able to Aboriginals in the workforce through the collaboration of partnerships like these.

So, enjoy what follows in the Aboriginal Labour Market Intelligence Report: Ready. Willing. Able.

Lynn Poole-Hughes CEO JEDI Inc.

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Ready. Willing. Able.

5A vibrant and growing economy that is creating jobs is a top priority for the Government of New Brunswick. A strong economy is vital to ensure New Brunswickers can continue to enjoy a good quality of life and access high quality public services.

If we want to foster a strong economy, we will need to do more to grow the New Brunswick labour market.For the first time in history, the number of people par-ticipating in the provincial labour market has started to decline. As older New Brunswickers exit the labour market there are not enough younger people joining.This is putting increasing stress on the economy as companies are less likely to invest in the province if they cannot find workers.

The New Brunswick Department of Post-Secondary Education, Training and Labour estimates there will be close to 120,000 new job openings across the province over the next decade. Ensuring there are enough workers for these jobs must be a key priority for government, industry and community leaders in the years ahead.

The Government of New Brunswick is embarking on a new labour market development strategy that will focus on encouraging higher labour market participa-tion among the current adult population through tar-geted training solutions, fostering job opportunities for younger New Brunswickers and attracting more immigrants to the province.

The labour market development strategy is one part of our broader economic plan that includes a more focused approach to economic development, invest-ments in strategic infrastructure and the development of policies that foster a business environment that is attractive to new entrepreneurship and investment.

This publication, Ready. Willing. Able., prepared by the Joint Economic Development Initiative Inc. is a timely and important assessment of the Aboriginal workforce around the province. It is a helpful addition to our understanding of the overall workforce across the province.

The Aboriginal workforce is younger and growing much faster than the non-Aboriginal workforce. The Aboriginal population is achieving higher levels of education and gaining specific skills training in fields such as information and communications technolo-gies (ICT), health care, business administration and environmental science.

Understanding the profile of the Aboriginal labour market will help First Nations communities, govern-ment and industry tailor education and training op-portunities and better understand the important role the Aboriginal workforce will play in helping to grow a stronger provincial economy. The statistical profile of an Aboriginal workforce, ever growing in their impor-tance, is one step towards reaching the full economic potential of our First Nations peoples and the nation in which we live.

Through a spirit of collaboration, First Nations, government, and industry can ensure Aboriginal success in New Brunswicks future economy. When we work together to lift individuals, Aboriginal and non-Aboriginal, into successful careers, the province benefits as a whole.

David Campbell Chief Economist New Brunswick Jobs Board Secretariat

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When Steven Triska started studying to be an Industrial Mechanic, he knew it would take him four years to get his Red Seal in the trade. But to Steven, it was worth the commitment. Now he has his Red Seal, has four years work experience as an Industrial Mechanic, and is making a good wage.

I always wanted to work in a trade, said Steven. You only take your trade for four years and then you are at your top pay rate immediately. I have seen friends go to university and it can take longer than four years to get good pay.

Becoming an Industrial Mechanic wasnt a straight route out of high school for Steven. It wasnt until after he spent some time in the Navy that he reached out to the NB Power Liaison Officer. The liaison was looking to hire Aboriginal people and he was offered a position immediately.

In order to start right away, Elsipogtog Economic Development funded train-ing for Steven to become a Linesman with NB Power. However, after a year of Linesman training, he took an apti-tude test and moved to the Industrial Mechanic trade where he was indentured into the Apprenticeship program.

The training consisted of both class-room and on-the-job training. Each block takes about one year and there are four blocks to become certified.

Classroom training lasts six to seven weeks and then the rest of the block is spent in on-the-job training. Because Steven was an NB Power employee at this time, he was paid while in class and on-the-job.

Steven has been working for four years on the turbines at the Mactaquac Dam.

In general, an industrial mechanic maintains, troubleshoots, overhauls and repairs stationary industrial equip-ment. They interpret drawings, follow layouts and assemble parts until they are working perfectly.

I like where I work, said Steven. Its rewarding. When you get started on a project, you see it on paper, you put it all together and then everything is running correctly. I also like the team environment. You learn from each other so it is good that way. The best part of the job is job security and knowing that you are essential to the company.

Steven explained that isnt the case for all Industrial Mechanics. If you get on with a company, you maintain a plant and work 40 hours/week. If you work for the union, the work is as you are needed. Its about a 50/50 split. Its harder to get on with a company than it is to get into the union but many guys prefer the extra money you make while working union jobs.

When asked about his plans for the future, Steven replied, NB Power has a lot of options. Baby boomers are leav-ing and being a supervisor or senior tradesperson are options for younger people now. Or I could also go into public relations for First Nations in an office environment. The career counselors at NB Power help lay out your options for you. Its nice to have options. NB power is good for that.

Stevens advice for anyone starting out in the trades is clear: its about commitment.

If you get a job offer and have to move out of your community for four years, make the commitment. Theres work but you often have to move for it. Commit for the duration of your license, then you can move where you want afterwards. I started the program with a group who wouldnt move to get their hours and now none of them are working in the trade anymore. Its only a four year period to get your hours, just commit to it.

Aboriginal People in the Trades Steven Triska, Red Seal Industrial Mechanic

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Shipbuilding Workforce SummaryMajor projects represent an incredible opportunity for economic growth in Atlantic Canada in the coming years. The Atlantic Provinces Economic Council (APEC), in the Major Projects Inventory 2015, identified 408 major investment projects totalling $129 billion worth of investment in this region.

The construction of the combat vessel package by Irving Shipbuilding Inc. (ISI) is a large piece of the major project inventory over the next 20-30 years. Seeing the opportunity for Aboriginal economic development, the Joint Economic Development Initiative Inc. (JEDI) worked with multiple partners in industry, govern-ment, First Nations, and trades unions to develop the New Brunswick Aboriginal Shipbuilding Engagement Strategy. Released in September 2014, this strategy outlined four pillars of Aboriginal engagement in major projects: relationships, communications, workforce readiness and development, and business readiness and development.

JEDI has collaborated with Aboriginal communi-ties and organizations to take action in business readiness programming and training for Aboriginal people in mining, energy, trades, and information technology.

A workforce readiness survey process was a part of the development of the Shipbuilding Engagement Strategy. Data collection took place from April 2014 - September 2015 and the results contributed to the develop-ment of the New Brunswick Aboriginal Shipbuilding Engagement Strategy that is beginning to be imple-mented through funding provided by Indigenous and Northern Affairs Canada (INAC). JEDI has collaborated with Aboriginal communities and organizations to take action in business readiness programming and training for Aboriginal people in mining, energy, trades, and in-formation technology. Labour market information (LMI)

has also become a priority to connect the emerging Aboriginal workforce with career opportunities.

This strategy was developed to envision a way of maximizing the industrial regional benefit of the Shipbuilding project to First Nations in New Brunswick.

This strategy was developed to envision a way of maximizing the industrial regional benefit of the Shipbuilding project to First Nations in New Brunswick. It can be viewed online at: http://jedinb.ca/nb-aborigi-nal-shipbuilding-engagement-strategy.html.

A picture of the Aboriginal workforceInitial data collection took place in collaboration with the Saint John River Valley Tribal Council (SJRVTC), Mawiw Tribal Council, the North Shore Micmac District Council (NSMDC), and the New Brunswick Aboriginal Peoples Council (NBAPC). These organizations con-ducted research in their member communities resulting in a database of 311 individuals. The final results indicate an ambitious workforce motivated to participate in the Shipbuilding project. However, capacity remains a challenge as Aboriginal education and work experience does not align with the career opportunities projected to come available through Shipbuilding. These gaps represent a training-to-employment opportunity for industry, post-secondary institutions, government, and Aboriginal Peoples to work towards full Aboriginal participation in major projects in Atlantic Canada.

Things to rememberWhile this is a sample of the Aboriginal workforce in New Brunswick, it is not meant to represent the province as a whole. This survey was done directly in relation to the Shipbuilding project, which may skew results towards shipbuilding trades.

(continued on next page)

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72%

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57%

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HIGH SCHOOL OR EQUIVALENT41%

COMMUNITY COLLEGEVOCATIONAL SCHOOL23%

BACHELOR DEGREEOR ABOVE7%

LESS THAN HIGH SCHOOL

CURRENT EDUCATION LEVEL CAREER ASPIRATIONS

3%17%

45%

35%CAREERS REQUIRINGUNIVERSITYCAREERS REQUIRING COMMUNITY COLLEGE

CAREERS REQUIRING HIGH SCHOOLCAREERS REQUIRING NO TRAINING

29%2 LESS THAN HIGH SCHOOL 3%CAREERS REQUIRINGNO TRAININ

80% of our respondents, who identified a career aspiration, aspired to careers requiring more than high school.

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Another important result addresses career awareness. A major portion of survey respondents (31%) either reported no career interests or were too vague in their responses to classify. This could be due to a lack of awareness of career opportunities associated with Shipbuilding in Atlantic Canada. Community informa-tion sessions that provide information regarding up-coming career opportunities with Shipbuilding could counter this lack of awareness.

The Shipbuilding labour force survey reveals a work-force that is ready and willing to engage in careers in shipbuilding. Training-to-employment programs across the province will also increase the ability of the work-force to meet the requirements of the industry, ensur-ing full Aboriginal participation in Atlantic Canadian shipbuilding opportunities.

69% OF

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The Shipbuilding labor force survey reveals that the

Aboriginal workforce in NB is ready and willing to engage in careers in shipbuilding.

Training to employment programsacross the province will also

increase the ability of the workforce to meet the requirements of the industry, ensuring full Aboriginal participation in Atlantic Canadian

shipbuilding opportunities.

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The results show an opportunity for training-to-employment in connection with shipbuilding. Those who reported an education level of high school completion or below (70%) also expressed interest in accessing careers in shipbuilding. Through GED and trades training-to-employment programs, Aboriginals can become active participants in the shipyards of Atlantic Canada.

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Laura MacFarlane, from Metepen-agiag, was married at 16, had six kids and now, many years later, she is a red seal cook at Nashwaak Villa and owns her own business, the Mac Shack food truck.

I got married when I was 16 and I left high school, then I went back and wrote my GED and I went on to work hard and work honest, said Laura. To be able to study and really get some education for myself made me proud. Its wonderful to be a stay at home mom and a housewife but to have something on paper that you can show others makes you feel good.

Laura loves to cook and she has been working in the food industry for most of her life. About six years ago, she started working at Nashwaak Villa in Stanley, NB. Nashwaak Villa moved into a new facility in 2013 and Laura has been employed as a cook there ever since the move.

About a year and a half ago I was interested in going to challenge my red seal to be a cook, said Laura. I always wanted to get my certification to ensure myself a better chance at getting a job. I knew that someone would be retiring and in order to get that job I thought I would give myself a little boost by getting my red seal.

Being a red seal has not only helped Laura get the job that she wanted, it has also improved her lifestyle.

I was making good money doing what I was doing before I became a red seal, said Laura. This is the best job that I have ever had but once I became red seal certified my salary literally almost doubled. That makes you love your job even more.

Laura didnt just want her red seal though, she also wanted to start her own business.

Around the same time she started the process to challenge her red seal, she also bought a food truck.

We bought a food truck about a year and a half ago and we call it the Mac Shack since our last name is MacFarlane, said Laura. We love it. Its a 1980 curb master truck, it was originally a food truck. Ive seen it parked on the road for prob-ably about five years and I finally convinced my husband to buy the darn thing. We bought it, we gutted it, did it all up in deck steel and brought it up to standards for cooking in. My son painted it, all of our family chipped in and helped with this project and its been very good for our whole family. We travel around to some festivals

with it. We set up in the village park here in our community, were supported above and beyond what we expected with our truck. People seem to like us, they seem to like our food.

As a business owner, Laura has to think about costs, but that isnt her sole focus. Her main strategy for her food truck is to serve great tasting food that keeps her cus-tomers coming back for more.

Laura is an inspiration to anyone who wants to follow their dreams and she has some great advice about giving it that something extra. If I can do it, anyone can do it, said Laura. The opportuni-ties are out there for anybody. Its not easy and theyre not going to give it to you, you have to work really hard. You have to do that little extra to be able to study and think that you can do it and make it happen. It is worthwhile for sure. JEDI helped me to believe that I could do this. This was going to be my work, but with JEDIs help I was able to succeed. Im very proud to be red seal certified.

If I can do it, anyone can do it... The opportunities are out there for anybody.

Success in the Workforce Laura MacFarlane, Red Seal Cook

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Training-to-Employment is Essential to Building our Provincial Aboriginal Workforce

In October 2015, the workforce participation rate in New Brunswick stood at 62.9%, compared with a national rate of 66% according to Statistics Canadas most recent data. That means that over 37% of New Brunswick is not working or actively seeking work. With an unemployment rate of 9%, over 35,000 New Brunswickers are currently unemployed, many of which are beneficiaries of employment insurance (EI). Each case of EI benefit is unique, and most people benefitting from these programs genuinely need the support for a time of transition (i.e. job search, relocation, family), however these were never intended to be long-term benefits.

Aboriginal Peoples in NB are faced with even greater statisti-cal challenges. The 2013 Profile of the New Brunswick Labour Force puts the Aboriginal workforce participation rate at just 61.2%. The unemployment rate in the same report was 20.8%.

One of the most polarizing moves of the federal government in the last few years was changes made to employment insurance (EI). The reforms targeted repeat users, requiring EI recipients to commute up to one hour and accept work that paid 70% of their previous income. These changes were met with mixed reviews. Some applauded the federal government for taking action on a system that is perceived to be abused by repeat users. Others slammed the government for hitting the middle class where it hurts, in their wallet. So, is this approach ideal for Canada?

A recent article in The Economist summarized an analysis by the National Bureau of Economic Research (NBER) that examined over 200 recent labour market programs around the world. These programs were intended to get people back to work, and were divided into two streams: work first, and training-to-employment. The work first approach that mandates return to work leads to immediate positive results, however those benefits quickly fade. On the flip side, The Economist writes: cuddlier programmes that offer training are disappointing in the short-term, but blossom over time.

The research suggests that training-to-employment career de-velopment programs result in greater long-term employment than other approaches. As money is invested into training, workforce participation rates will increase over the long-term.

Training-to-employment programs are prevalent in building Aboriginal workforce participation in New Brunswick. The Joint Economic Development Initiative Inc. (JEDI) has partnered with Aboriginal communities, tribal councils, and post-secondary in-stitutions on training-to-employment programs in mining, en-ergy, trades, and information technology sectors. These, along with other programs, are invaluable in building Aboriginal workforce capacity and employing Aboriginal people in NB.

The 2015 federal budget contains many areas of funding that represent this long-term, positive approach. Nearly $300 million were budgeted through the Aboriginal Skills and Employment Training Strategy (ASETS) and the Skills and Partnership Fund (SPF). The ASETS is a long-term approach projected to invest close to $1 billion into training-to-employment in Aboriginal communities across Canada from 2014-2018 according to Employment & Skills Development Canada (ESDC).

On one hand, EI reform represents a work first approach to employment in Aboriginal communities, while significant investment in training-to-employment is also occurring. The research is clear; training-to-employment is the best strat-egy moving forward to engage Aboriginal Peoples in the New Brunswick workforce over the long term.

With an aging workforce resulting in growing labour shortages and a young Aboriginal population, training-to-employment programs will be a key driver for the future of New Brunswick.

Future DirectionsResearch is continuing across the province in collaboration between JEDI and community partners. Future research will capture the skills capacity of individual First Nations with the intent of building a provincial skills inventory of the Aboriginal workforce. This will be a valuable tool for Aboriginal governance, industry, non-profits, and post-secondary institutions to use to advance Aboriginal participation in the labour force.

The next issue of the NB Aboriginal Labour Market Intelligence Report will be released in September 2016.

11-150 Cliffe Street Fredericton, NB E3A 0A1

506-444-5650 @jedinews

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