Partnerships with the Indigenous communities, sharing of knowledge, skills and education will help to build a more culturally safe and representative workforce. This strategy is the result of a Letter of Understanding between INAC (now known as Indigenous and Northern Affairs Canada) and the Assembly of Manitoba Chiefs to achieve a majority Aboriginal representation, equitably distributed throughout all groups and levels, including Executive level in the department. The Strategy is built on five foundational pillars: 1. Representing a powerful vision for the future of our university: as a place committed to educating the next generation of First Nations leaders, celebrating the cultural heritage of our campus and country and, more broadly advancing the rights and progress of Australia’s First Peoples. The Aboriginal employment strategy 2016–2021 was developed following an extensive consultation process with Aboriginal and non-Aboriginal staff and Aboriginal partner organisations. 0000069453 00000 n In May 2015, 506 employees (2.59% of workforce) self-identified as being of Aboriginal descent. 0000014702 00000 n

0000295753 00000 n Regional Director - Recruitment and Indigenous Employment204-428-2756Email, Copyright © 2020 Southern Health-Santé Sud, Communicable Disease Prevention & Control, Public Sector Compensation Disclosure Statement, Emergency Preparedness - Working with You, Student Incentive Grant - Practical Nursing Application, Indigenous Health High School Internship Program, Indigenous Adult Health Internship Program, Indigenous Workforce Partnership Agreement, Indigenous Recruitment & Retention Strategy. If you have questions, concerns or suggestions please email us at leadingpractices@healthstandards.org.

Maximizing Aboriginal Employee Retention – Identifying issues affecting the retention of Aboriginal employees and undertaking strategies to remove barriers. Fostering Indigenous leadership through talent management. 0000058397 00000 n The Island Health Aboriginal Recruitment and Retention Strategy is our approach to creating and maintaining a sustainable workforce by increasing the number of Aboriginal peoples working in healthcare on Vancouver Island. 0000253425 00000 n 0000237041 00000 n Therefore, specific statements have been developed and are included on all INAC's employment opportunity advertisements for external staffing processes as well as internal staffing processes. 0000295346 00000 n Indigenous and Northern Affairs Canada plays an important role in promoting increased Aboriginal representation in the Public Service of Canada. Aboriginal Employment Strategy can provide employers with a diverse range of workforce solutions, including a contingent Aboriginal and Torres Strait Islander workforce. The Island Health Aboriginal Recruitment and Retention Strategy is our approach to creating and maintaining a sustainable workforce by increasing the number of Aboriginal peoples working in healthcare on Vancouver Island. 0000327067 00000 n Maximizing Indigenous Employee Retention – Identifying issues affecting the retention of Indigenous employees within Southern Health–Santé Sud and undertaking strategies to remove employment issues and barriers. Strategic Plan for Aboriginal Engagement replaces the University’s Aboriginal Education Strategy 2013 and aligns with the University of Tasmania’s Student Experience Strategy, 2016-2020 Pillars 1-5. In 1994, the Honorable Minister Ron Irwin announced INAC's (now known as Indigenous and Northern Affairs Canada) commitment to fill 50 per cent of the department's vacancies with Aboriginal peoples. The contents of the Leading Practices library do not reflect opinions or views of HSO or its affiliates.

0000261130 00000 n 0000070127 00000 n Partnerships with the Indigenous communities, sharing of knowledge, skills and education will help to build a more culturally safe and representative workforce.

Indigenous Recruitment and Retention Framework. 0000253564 00000 n Recruitment of non-Aboriginal staff, carers and volunteers should include a focus on cultural capability. The Framework aims to support departmental priorities, including: In order to facilitate hiring and increase the department's Aboriginal workforce, integrated planning of human resources and recruitment initiatives undertaken within current staffing activities are encouraged. Furthermore, asset qualifications can also be used in order to help the department achieve its objectives in terms of hiring employment equity group members, particularly Aboriginal people. 0000092160 00000 n Consultation, engagement and the duty to consult, Jobs at Crown-Indigenous Relations and Northern Affairs Canada and Indigenous Services Canada, About Indigenous and Northern Affairs Canada, ARCHIVED - Success stories: Contaminated sites program, Newfoundland and Labrador residential schools healing and commemoration, About the Temporary Confirmation of Registration Document, Fifty per cent Aboriginal Hiring Strategy, Crown-Indigenous Relations and Northern Affairs Canada home page, Creating a culturally inclusive workplace, Building capability and career development for Indigenous employees. 0000003069 00000 n The Indigenous Strategy framework underpins the commitment to truth and reconciliation. This strategy builds on the success of Nura Gili, Centre for Indigenous Programs, whose pioneering work has led the way on Indigenous student recruitment and retention. 0000323123 00000 n 0000296441 00000 n 0000096974 00000 n 0000295968 00000 n hŞb```b``;ÁÀÆÀÀ²–A˜„�bì,?™XØ]æ~N``09ɲO€3K-ĞAöGÁ†Ì.ÏÖɶª2•Ï®çîàb@Œ¬B&AL­=Â\,†'åX9.&q‰øÌRjr‹)ü¤rJÈ bÅÄd¶–Ÿ—9½WÍÕRI>+§Ã¡Ä´ÈµG%ååUω\Œ_R/-˜bµÁı˜�AL`ğò’A)>kez%KV^Q5[[øMɵ‡ƒ—ós—�N 0000070651 00000 n Building for the Future – Providing education/information to Aboriginal people who are not currently qualified for employment in healthcare allowing them to explore health related career opportunities3. Supporting analysis of research literature and data of Aboriginal and Torres Strait Islander Undergraduate Students is at Attachment 1. We started tracking Aboriginal employee data in April 2011 and had 199 employees (1.99% of workforce) who self-identified as being of Aboriginal descent.

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INAC (now known as Indigenous and Northern Affairs Canada) has committed to a workforce that is culturally sensitive and representative of its Aboriginal partners. 0000294875 00000 n 0000070040 00000 n With a strong team in place and the support of the Island Health Executive, the program received long term base funding in 2013. UNSW has always led the way as pioneers in Indigenous education and research, and in contributing to important nation-building activities like the Uluru Statement from the Heart , and will continue to do so in the future. Partnerships with the Indigenous communities, sharing of knowledge, skills and education will help to build a more culturally safe and representative workforce. 0000236975 00000 n 0000261064 00000 n 0000001636 00000 n the Aboriginal and torres strait Islander Recruitment and Retention strategy 2011-15 expands on each of the above strategies and defines who is responsible for executing individual actions; timeframes for completion; and success indicators. Promoting Island Health Employment Opportunities to Aboriginal Job Seekers (Recruitment) – Attracting qualified Aboriginal workers to professional and healthcare support opportunities at Island Health.5. Many successes were achieved along the way, barriers to success identified, and lessons learnt. The Southern Health-Santé Sud Indigenous Recruitment and Retention Strategy focuses on: Community Engagement, Establishing Trust and Partnerships with Indigenous communities and organizations – For the Southern Health–Santé Sud Indigenous Recruitment and Retention Strategy to be successful, Southern Health–Santé Sud needs to establish both formal and informal partnerships to build a foundation of trust with First Nations, Métis communities and organizations. 0000296559 00000 n 0000295937 00000 n One of the unique features of our program is our Aboriginal Employment Coach position that provides one on one support to external as well as internal job applicants in the form of coaching to improve resumes, cover letters and interview preparation. In this letter of agreement the 50 per cent hiring strategy was addressed as follows: "In view of its unique mandate and its special relationship with First Nations, the Department of Indian Affairs and Northern Development has a long term objective of having a majority of DIAND employees with Aboriginal ancestry. 0000176080 00000 n