It was determined that systemic barriers, including discriminatory hiring practices, prevented First Nations from obtaining long-term meaningful employment and training opportunities. As a result of these complaints, the AMC and the CHRC entered into a joint Master Agreement that expired April 31, 2003. The primary objective of this agreement was to ensure various departments were in compliance with the employment equity legislation through a quarterly joint pro-active analysis and review.

Since the expiration of the AMC and CHRC agreement, the Corporate and Workplace Strategies unit continues to embrace and engage employers in developing meaningful partnership agreements.

KEY ISSUES / CHALLENGES

According to the 2001 Census, the First Nation population in Manitoba is approximately 90,000 and the average age is 22 years old. This population is expected to increase four times faster then the rest of Canada’s population. A study that was completed in March 2003 called, First Nations/Métis/Inuit Mobility Study, has confirmed many First Nations leave their communities in the hopes of finding meaningful employment and training opportunities.

Another study by Michael Mendalson (March 2004) concluded that over 115,658 jobs would be required to employ First Nation people by the year 2016. In order to meet the demand of the projected labour vacancies, the AMC and government will be required to develop joint policies and employment initiatives.

In the same study, it was noted that the majority of Canada’s expected employment vacancies will be due to the retirement workforce that is projected to occur in 2016. As Canada’s population ages, many employers are developing succession human resource plans to replace executives, senior managers and employees. The AMC recognizes the need for joint Human Resource planning to assist with filling these projected labour gaps.

Canada's industry and technology sectors will soon be facing a serious shortage of skilled people working in trades and apprenticeship. A study by Viewpoints (2002) has indicated that Canada is intending to rely on new immigrant labour to fill the projected skills gap shortage. It is essential that Canada recognizes and acknowledges that the AMC’s current employment and training initiatives will assist in the projected skills shortage that Canada will be experiencing.

Through continuous lobbing efforts, the AMC is working to achieve ongoing partnerships that will focus on skill development, joint Human Resource planning, and enhancing employment and training opportunities for First Nations.

ACCOMPLISHMENTS