Look at the impact of the Duty to Consult. Understand why an organization should support Indigenous inclusion

Transcrição

1 Bailey Quaite

2 Who am I? From Victoria, BC Previously worked in treaty negotiations with the BC Provincial Government Moved into Oil and Gas industry, working for a service contractor for the last four years

3 Why are we here? Share my experience Look at the impact of the Duty to Consult Understand why an organization should support Indigenous inclusion Consider the business case for your organization

4 Duty to Consult and Accommodate Government Section 35 of the Constitution, 1982 Resource or Land-based decision making Industry Regulatory and Permitting Impact Benefit Agreements Contractor Client or Contract Requirements

5 Beyond the Duty to Consult Recommendation 92 Business and Reconciliation Meaningful consultation Equitable access to jobs, training and education opportunities Educate on history of Indigenous peoples All business

6 Current Political Environment Shift in governments attitudes Social activism Recent legal decisions nationalobserver.com

7 Where does that leave us? Contractor Increased pressure on Industry = increased pressure on all industry partners Nice to have is moving towards a need to have in bidding process

8 Building the Business Case What s your reason? Each organization will have a unique business case for Indigenous inclusion find yours. Alignment with Goals Economic Value Business Case

9 Alignment with Goals Connection to goals = strength in mandate Corporate Social Responsibility (CSR) alone is not enough Does not lessen the importance of CSR Helps to communicate the why Alignment with Goals

10 Economic Value Economic value = sustainable support Current market conditions increase the need to show economic value Economic Value

11 Economic Value Examples Competitive Advantage Workforce representation Indigenous Spend New Business Opportunities Supplier Diversity Accessing Local Labour

12 Local Labour Opportunity Population Increase Non-Indigenous Indigenous Median Age (years) 5.2% 20.1% 36.2% of Indigenous population under 24 years old -NHS, 2011 = FASTEST GROWING SEGMENT OF THE WORKFORCE

13 Ways to Engage Supplier Recruitment Community Investment Partnerships

14 Lessons Learned Policy does not equal culture Diversity is not Indigenous Inclusion Haven t lost a bid yet Where is the economic environment going?

15 Lessons Learned Find your Champions Board Executive Operations HR Supply Chain Requires dedicated resources and conscious effort Ability to be flexible and creative

16 Overcoming Obstacles CEDA s Aboriginal Operator Training Program Solution to driving requirements Partnering with ASETS Investing in Indigenous employees Mutual investment

17 Metrics good or bad?

18 How to define success? The need to re-define success Have you moved the needle? Are we closer to the goal than we were before?

19 Third Party Measurements Indigenous inclusion measurement tools to provide third party validation of your inclusion efforts. naaba.ca indigenousworks.ca ccab.com

20 Takeaways Ideas for how to build the business case and gain support for Indigenous inclusion Platform to begin the conversation around increased inclusion and finding your champions Celebrate your successes, regardless of size

21