Gatestone’s Aboriginal Employment Plan is intended to recruit and hire Aboriginal people in Canada to work at Gatestone.
Gatestone recognizes that Aboriginal people in Canada are either not being connected to available job opportunities, or lack the support systems, education or required training to actively participate in the resource economy. When Aboriginal people are not working, it represents much more than a missed opportunity; it reduces self-reliance and increases social spending.
Aboriginal identity refers to whether the person identified with the Aboriginal peoples of Canada. This includes those who are First Nations (North American Indian), Métis or Inuk (Inuit) and/or those who are Registered or Treaty Indians (that is, registered under the Indian Act of Canada), and/or those who have membership in a First Nation or Indian band. Aboriginal peoples of Canada are defined in the Constitution Act, 1982, Section 35 (2) as including the Indian, Inuit and Métis peoples of Canada.
Aboriginal employment refers to full-time, part-time or contract employment of Aboriginal persons.
Aboriginal training and skills development refers to in house on the job training opportunities and skills development for Aboriginal persons.
Approaching Aboriginal Communities
Gatestone understands that Aboriginal and non-Aboriginal people are equally prone to misperceptions and negative attitudes that can mask individuals’ positive attributes and the beneficial outcomes to be achieved. Misperceptions and perceived assumptions can be carried into the workplace with damaging consequences. The implementation of our AEP is vital to our company’s success. We understand that Regional and Community Diversity Aboriginal people and communities are different, distinct and diverse. Our recruiters approach each Aboriginal Community with full respect for the diversity of peoples and recognize that the diversified approach may extend to even be within each group.
Approaching Aboriginal Leadership
In developing the AEP we invested time and attention to educating ourselves about Aboriginal people. We recognize the need to understand the people and communities that we wish to engage on this project. As such, we are open to more information approaches that may include Aboriginal community leaders and Elders assisting in the interview process by providing advice on cultural awareness. This approach increases the efficiency of our Aboriginal inclusion efforts. The AEP has introduced these strategies early on in the inclusion process and will continue to grow the strategies and practices.
Common barriers to hiring Aboriginal persons may take on many forms. The AEP acknowledges these barriers and has taken proactive steps to overcome these barriers and provide equal opportunity to self-identified Aboriginal candidates.
Sample of Barriers:
Education level – The AEP recognizes that fewer Aboriginal people graduate from formal education so this is not a prerequisite for employment for Aboriginal candidates
Lack of skills – The AEP recognizes that Aboriginal people may not be quite job ready and that the AEP provides training through community services
Cultural differences/Historical distrust/Stereotypes/Misinformation – The AEP provides a respectful, positive environment from recruitment to training and worksite to recognize the unique cultural differences and historical sensitivity to the past that may exist in order to eliminate any stereotypes or bias
Child care – The AEP provides flexibility while meeting the project needs when it comes to shift scheduling.