Hey, listen, I’m gonna blow your minds. Did you know there are systemic barriers the Indigenous communities face in accessing job opportunities, essssssssssssssspecially when it comes to management positions in heavy industries? If you are a part of these communities then you are probably acutely aware of this. If not, this will be a bit of an education for you. I think it’s good stuff for you to know. It can help you understand the people around you and what they are struggling with. So, despite being rich in culture, knowledge, and skills, Indigenous peoples remain significantly underrepresented in these roles. This underrepresentation is not just a matter of employment but a critical issue of equity and justice. 

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Sidebar: The Indigenous Kore aka TIK was created for Indigenous digital equity. 

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I examined the data, there was a lot of gobbly goo but some of it was helpful. One of the places I went that was quite helpful was the Indigenous Skilled Workers Database. It was already obvious to me but it became more clear that there is a wealth of talent within our communities. Un-frkn-fortunately, this talent often goes unrecognized and untapped. The database highlights a stark disparity: while many Indigenous individuals possess the necessary qualifications and skills for management roles in heavy industries, they are seldom given the chance to prove themselves. This is not due to a lack of ability but rather systemic biases and barriers that have been entrenched for generations. The people that make these decisions still seem to trust people that look and sound like them and that is a problem. Even if it is unconcious. 

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The Current Landscape

The heavy industry sector, which includes mining, construction, and manufacturing, contributes 100s of billions of dollars to the Canadian economy annually. However, the representation of Indigenous people in management positions within these industries is alarmingly low. According to the Indigenous Skilled Workers Database, less than 5% of management roles in heavy industries are held by Indigenous people. This statistic is a glaring indication of the need for systemic change. For a deeper look, see chart below. 

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Barriers to Entry

One of the big ones is that there is a lack of access to education. That is changing now with some online options but heavy industry work is very hands on and an internet connection doesn’t easily solve for that. Historically, many of these programs are not readily available in remote or rural areas where a significant portion of our population resides. Additionally, there is a pervasive lack of mentorship and networking opportunities for Indigenous people aspiring to climb the corporate ladder in heavy industries. However, there are communities that are working on this. For example: Six Nations of the Grand River (Ontario)

Initiatives: The community collaborates with local colleges and industry partners to offer specialized training programs in construction, electrical work, and environmental technology.

Impact: This collaboration has enabled many community members to gain the skills needed for high-demand jobs in the construction and environmental sectors.

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Truth and Reconciliation: A Path Forward

The Truth and Reconciliation Commission of Canada has outlined several recommendations to address these systemic issues. Recommendation 92, for example, calls on the corporate sector to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and operational activities involving Indigenous peoples and their lands and resources.

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Furthermore, the Commission urges companies to ensure that Indigenous peoples have equitable access to jobs, training, and educational opportunities in the corporate sector, and that they should provide education for management and staff on the history of Indigenous peoples, including the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, and Indigenous law.

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Exciting, right? Now can someone tell me how many companies have actually implemented this. I can’t find this anywhere. This is the little bit I found: 

“According to a 2023 status update by the Yellowhead Institute, significant progress on the TRC's 94 Calls to Action has been slow. The report highlights that while there are ongoing efforts and some actions have been taken, much work remains to be done, especially by the private sector. The federal government has made notable strides in implementing certain calls, such as the Indigenous Languages Act and the establishment of a National Day for Truth and Reconciliation, but corporate adoption lags behind”​

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