NENAS FNHRLC MCFNTS SNTC BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL Signers of the Aboriginal Employment Skills Training Strategy (ASETS) The “Go to Body” for Aboriginal employment and training initiatives in British Columbia Managers, Executive Directors of non profit society’s, Respected and Supported by our First Nation Leadership within BC. Champions of First Nations training and labour market needs Service providers to the two hundred and three First Nation communities in BC, off and on reserve and Inuit people Aboriginal organizations delivering employment and training services to Aboriginal communities and individuals North West ASET Provincial and Territorial Distribution of the Aboriginal Population in Canada, in Percentage of Total Aboriginal Population, 2006 25 20.7 20 16.7 16.1 15 15 12.1 9.2 10 5 2.1 2 1.8 1.5 0.6 Yukon New Brunswick N.W.T. Newfoundland % Labrador Nova Scotia Nunavut Quebec Saskatchewan Manitoba Alberta B.C. Ontario 0 0.1 P.E.I. 2.1 BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL ASET AGREEMENTS FOCUS ON THE FOLLOWING: Demand driven skills development Fostering partnership with private, provincial, territorial and national economic development sectors Enhanced accountability BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL Principles: Respect for divergent viewpoints Responsive to regional needs Equal voice at the table Strategic in approach Purpose driven Together as one Champion of First Nation training and labour market issues BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL PURPOSE To influence social change by: Formulation of First Nation labour and human resource development policies and strategies Advocate for the successful implementation of those policies and strategies BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL VISION Focus on creating thriving and sustainable employment opportunities and practices for all Aboriginal people in the Province of British Columbia. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL Create job opportunities through investing in new partnerships and to support viable existing partnerships. Improve the quality and availability of jobs for all Aboriginal peoples. Provide training opportunities that will lead to sustainable employment. Building equitable relationships/partnerships with government, communities and Industry Sectors. AHRDA /ASET ALLOCATION BREAK DOWN (TEN YEARS) Administration Programs/Employment Skill Development Employment Services Labour Market Development Child Care Summer Student $22,247,938.80 5% $73,383,170.00 16.52% $37,079,898.00 $55,619,847.00 12.5% 8.34% 8.34% 49.3% $37,079,898.00 $218,771,398.20 , Total Clients Intervention Completion Employed Return to School Cumulative Employed/School 50,000 45,000 40,000 35,000 5,000 0 13,220 16,183 17,255 14,833 14,058 13,449 9151 10,000 6396 15,000 12,915 14831 20,000 15,561 25,000 19,293 30,000 BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL CURRENT SITUATION Canada’s Aboriginal population is in crisis. In 2007, the National Council of Welfare concluded that, “To date, no governmental response has made major inroads into the issues” faced by Aboriginal people. Improving the social and economic well-being of the Aboriginal population is not only a moral imperative; it is a sound investment which will pay substantial dividends in the coming decades. Aboriginal education must be a key component in any such effort (CSLS 2009 report). BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL Relative to all other groups, Aboriginal Canadians are disadvantaged both economically and socially. Their level of educational attainment is well below the national average. The labour market outcomes for Aboriginal Canadians are significantly inferior to the Canadian average. In 2006, Aboriginal Canadians had a higher unemployment rate, a lower participation rate, and a lower employment rate. In 2006, the latest year for which Aboriginal employment income data is available, Aboriginal Canadians had much lower incomes than non-Aboriginal Canadians. Aboriginal Canadians aged 15 and over have a much lower educational attainment than their non-Aboriginal counterparts with 43.7 per cent not holding any certificate, diploma or degree in 2006, compared to 23.1 per cent for other Canadians. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL ABORIGINAL POPULATION STATISTICS In 2006, the Canadian Centre for the Study of Living Standards, (CSLS) estimates that the Aboriginal identity population made up 4.0 per cent of the Canadian population, with 1,311,200 persons. The Aboriginal population is much younger than the average Canadian, with a median age in 2006 of only 26.5 years, compared to 39.5 years for all Canadians. Age Distribution of the Population, per cent, 2006 Total Population NonAboriginal Population Total Aboriginal Population First Nation Metis Inuit 0-19 Years 24.7 24.1 39.1 42.4 35.1 47.0 Under 5 Years 5.4 5.3 9.3 10.3 7.4 11.6 5-9 Years 5.8 5.6 9.8 10.6 8.3 11.5 10 – 14 Years 6.7 6.5 10.7 11.3 9.5 11.9 15 – 19 Years 6.8 6.7 10.1 10.1 9.9 11.9 20 – 44 Years 34.7 34.7 36.2 35.6 37.5 36.2 20 -24 Years 6.6 6.6 8.0 7.7 8.4 9.0 25 – 34 Years 12.8 12.7 13.8 13.6 14.0 14.1 35 – 44 Years 15.3 15.4 14.4 14.2 15.1 13.1 Above 44 Years 40.6 41.2 23.9 22.1 27.4 16.8 45 – 54 Years 15.8 16.0 12.2 11.2 14.2 8.4 55 – 64 Years 11.7 11.9 6.9 6.3 8.0 4.7 65 – 74 Years 7.2 7.4 3.3 3.1 3.6 2.6 75 – Years & Over 5.8 6.0 1.5 1.5 1.5 1.1 BACKGROUND: Aboriginal Education Proportion of the Population with No Certificate, by Age Group, 2006 Aboriginal Population Non-Aboriginal 50 45 40 43.2 40.3 35 31.9 34 31.9 30 25 22.4 20 15.9 15 12.5 11.9 10 10 5 55 - 64 45 - 54 35 - 44 25 -34 20 - 24 0 BACKGROUND : ABORIGINAL EDUCATION Proportion of the Population by Educational Attainment and Aboriginal Identity, 2006 2006 Aboriginal Non-Aboriginal Gap No certificate, diploma or degree 43.7 23.1 20.6 High school certificate or equivalent 21.8 25.7 -3.9 Apprenticeship or trades certificate or diploma 11.4 10.8 0.6 College, CEGEP or other non-university certificate or diploma 14.5 17.4 -2.8 University certificate, diploma or degree 8.6 23.0 -14.4 University certificate or diploma below bachelor level 2.8 4.5 -1.7 University certificate or degree at or above bachelor level 5.8 18.5 -12.7 High School Graduation or Greater 56.3 76.9 -20.6 High School Graduates or Above Completing P.S. Education 61.3 06.6 -5.3 Source 2006 Census BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL PARTNERSHIPS Memorandum of Understanding with Ministry of Housing and Social Development to collaborate and improve participation of First Nations citizens in the labour market Memorandum of Understanding with Industry Training Authority, Aboriginal Division Memorandum of Understanding with BC First Nations Leadership Council BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL To be inclusive of all Aboriginals who are often excluded from participating fully in the economy To undertake Human Resource development in a manner that is in keeping with Aboriginal Values To Combine the development of an “enterprising culture,” based on a philosophy of self-reliance, creativity, and innovation, with a belief in, and commitment to, cooperation, equity, and equal opportunity To develop capacity, skills and resources for all BC ASET holders Create economic sufficiency as well as enhance social and environmental conditions, resulting in healthier communities BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL KRISTY CLARK EXERPTS FROM October 3rd, 2011 Throne Speech Partnerships with First Nations are poised to unleash major economic benefits for British Columbia and increase capacity and opportunity in Aboriginal communities. Your government will focus attention on establishing agreements with First Nations that will create certainty over our respective responsibilities. And while treaties may be an option for some First Nations, there are many ways to reach agreements that can benefit all communities — Aboriginal and non-aboriginal alike. To further improve the investment climate, your government will work with First Nations to create a new business and investment council to foster wealth-creating partnerships. The gap between Aboriginal and non-aboriginal British Columbia remains too wide and too deep. New economic partnerships will contribute to our shared goals of family and community stability, bringing new opportunities and hope for young people. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL HONOURABLE Steven L. Point, Exerpts from October 7th Throne Speech Honourable Steven L. Point, British Columbia’s 28th Lieutenant Governor announced that the BC Government is committed to the development of an off-reserve Aboriginal action plan. The Lieutenant Governor stated that “the government will work with Aboriginal partners, the federal government and local governments to develop an off-reserve Aboriginal action plan to achieve better education and job training, healthier family life, and strengthened cultures and traditions.” BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL SETTING A PATH FORWARD By developing a BC Aboriginal Human Resource Strategy The First Nations Human Resource Labour Council is seeking willingness and commitment from Industry and Government, to collaborate on labour market development. We envision the collaboration will emerge through: Jointly drafted guiding principles Described vision and shared goals Commitment to action by identifying short term strategic actions and long term actions. BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL British Columbia has one of the most diverse populations of Aboriginal people in all of North America. The province is home to 203 First Nations or approximately one third of Canada's 612 First Nations bands – more than in any other province or territory. More and more businesses, academics, governments and organizations are looking to the current and future Aboriginal labour pool as one important answer to some of the pressing labour market questions in this country. The aboriginal population is young and growing almost twice as fast as the country’s general population (1.8 percent per year versus 1.0 percent),” stats Canada Census report BC FIRST NATIONS HUMAN RESOURCE LABOUR COUNCIL The Creation and implementation of a Provincial Aboriginal Human Resource Development Strategy A strategy that is inclusive of and Supported by all Human Resource Development Sectors. The development of improved services direct to Industry, employers and government partners. A cohesive, made in British Columbia system of services focused on addressing labour market challenges facing industry and the First Nations labour force across British Columbia. Reduce / Eliminate unnecessary overlap and duplication in the labour market development programs”, by increasing partnerships and cost sharing, i.e. Aboriginal Training Employment Program (ATEP) Increased employment or employability and work readiness of Aboriginal clients. The collection of L.M.I. and analysis of patterns and trends to enhance service delivery. Build the awareness of ASET programs and services and FNHRLC Increase capacity of ASET staff to engage partners Enhance Management and Information systems and accountability, avoid duplication of service delivery, maximize training and program funding Provide effective monitoring and assessments of trends of Provincial/National Labour Market and LMD systems. HAND OUTS On- and Off-Reserve Aboriginal Educational Attainment, 2006 Off Reserve Aboriginal Off Reserve First Nations A On Reserve aboriginal B C On Reserve / Off Reserve ga[ C-A=D No certificate, diploma or degree 38.5 40.1 54.9 16.4 Certificate, diploma or degree 61.5 59.9 45.1 -16.4 High school certificate or equivalent 24.1 23.7 16.4 -7.7 Apprenticeship or trades certificate or diploma 12.0 11.0 10.3 -1.7 College, CEGEP or other nonuniversity confiscate or diploma 15.9 15.4 11.2 -4.8 University certificate, diploma or degree 9.6 9.8 7.3 -2.3 Source 2006 Census Tabulations BACKGROUND: POPULATION Population Growth by Identity Group, percent unless otherwise noted, 1996-2006 Total Population NonAborigina l Aboriginal North American Indian Metis Inuit 1996 (in thousands) 29,610.8 28,706.7 904.3 648 214.2 42.1 2001 (in thousands 31,021.3 29,954.5 1,066.5 713.1 305.8 47.6 2006 (in thousands) 32,447.5 31003.2 1.311.2 835.9 409.1 53.0 Increase 1996-2006 9.6 8.0 45.0 29.0 91.0 26.0 Share Of Total Population in 2006 100 96.9 3.1 2.2 0.7 0.1 Share of Aboriginal Population in 1996 - - 100 71.7 23.7 4.7 Share of Aboriginal Population in 2006 - - 100 63.8 31.2 4.0 100 81.0 14.3 6.6 6.9 0.4 - - 100.0 46.2 47.9 2.7 Contribution to Total Population Growth 1996-2006 Contribution to Aboriginal Population Growth 1996-2001 Source Statistics Canada (2005a), 1996 and 2001 Census of Population Adjusted Counts (July 1st). * For 2006 growth rates which appeared in The Daily of January 15, 2008 were used as they reflect adjustments made for incomplete enumeration. Population estimates may thus not be additive due to rounding. Unadjusted and Adjusted Population Counts in Canada, 1996, 2001, and 2006 Total Population Aboriginal First Nation Metis Inuit 1996 2001 2006 Unadjusted 28,528.1 29,639.0 31,241.0 Adjusted 29,610.8 31,021.3 32,447.5 Difference( Per Cent) 3.8 4.7 3.9 Unadjusted 799.0 976.3 1,172.8 Adjusted 904.3 1,066.5 1,311.2 Difference( Per Cent) 13.2 9.2 11.8 Unadjusted 529.0 608.9 698.0 Adjusted 648.0 713.1 835.9 Difference( Per Cent) 22.5 17.1 19.8 Unadjusted 204.1 292.3 389.8 Adjusted 214.2 305.8 409.1 Difference( Per Cent) 4.9 4.6 5.0 Unadjusted 40.2 45.1 50.5 Adjusted 42.1 47.6 53.0 Difference( Per Cent) 4.7 5.6 5.0 Geographic Distribution of Aboriginal Population in Canada, 2006 Proportion of the Canadian Population Proportion of the Aboriginal Population Share of the Aboriginal Population in Total Population Canada 100.0 100.0 3.8 Atlantic Canada 7.2 5.7 3.0 Quebec 23.8 9.2 1.5 Ontario 38.5 20.7 2.0 Western Canada 30.1 59.8 7.5 Manitoba 3.6 15.0 15.5 Saskatchewan 3.1 12.1 14.9 Alberta 10.4 16.1 5.6 British Columbia 13.0 0.6 25.1 Territories 0.3 4.5 52.8 Yukon 0.1 0.6 25.1 N.W.T 0.1 1.8 50.3 Nunavut 0.1 2.1 85.0 Aboriginal Population as a Proportion of Total Population, by Province and Territory, 2006 90 80 70 60 50 40 30 20 10 0 The Effects of Improving Aboriginal Educational and Labour Market Outcomes and Aboriginal Social Well-Being in Canada IF Aboriginal Education •Educational and Labour Market Outcomes of Aboriginal Canadians reached non-Aboriginal 2001 Level in 2026 Improves •Compared to the status quo, annual output is $36.5 billion Incomes Increase Tax •higher in 2026. Cumulatively, output gains are estimated at •$401 billion. •Tax revenues are $3.5 billions higher in 2026. Cumulatively, the increase in tax revenues is estimated at $39 billion. Revenues Increase Government Expenditure Declines •If key social well-being gaps are also eliminated, government expenditures are $14.2 billion lower in 2026. Cumulatively, savings in the form of government expenditures are estimated at $77 billion. Chart 1: The cumulative effect on output of increased Aboriginal educational attainment and education – specific labour market outcomes, Millions of 2006 dollars, 40 35 30 The total cumulative effect is $400.5 billion (2006 dollars). It is represented graphically as the area under the curvemost curve. The total cumulative effect attributable only to education is $179.3 billion. It is represented graphically as the area under the lower curve 25 Cumulative effect of improved education specific labour market outcomes - $221.2 billion 20 15 10 Cumulative effect of improved education - $179.3 billion 5 0 2001 2006 2011 2016 2021 2026 Aboriginal Part. Rate in 2017 = NonAboriginal Part. Rate in 2001 Analysis: Labour Force Growth Summary of Aboriginal Labour Force (15+) Projection Labour Force (15+) Share of labour force in 2001 Share of labour force in 2017 Absolute change, 2001-2017 Per cent growth 2001-2017 2001 2017 Scenario 1 439,317 622,535 2.73 3.23 183,218 41.7 Scenario 2 439,317 674,889 2.73 3.50 235,572 53.6 Contribution to overall labour force growth 2001-2017, per cent 5.75 Summary of Aboriginal Employment Projection Employment Share of Employment 2017 Absolute change, 2001-2017 Per cent growth, 2001-2017 Contributio n to overall employment growth, 2001-2017 per cent 2001 2017 Share of Employment 2001 Scenario 1 355,604 503,908 2.38 2.73 148,305 41.7 4.17 Scenario 2 355,604 627,181 2.38 3.39 271,577 76.4 7.64 Aboriginal Employment Rate in 2017 = Non Aboriginal Employment Rate in 2001 Between 2001 and 2006, the proportion of Aboriginal holding a university degree increased 1.4 percentage points. This increase held for both the North American Indian population as a whole (1.1 percentage points) and the on reserve population in particular (0.7 percentage points). These improvements are far from negligible. Aboriginal people with a high school diploma or higher had significantly better labour market outcomes, both in absolute terms and relative to non-Aboriginal Canadians than those who did not. If the Aboriginal population’s employment and participation rates reach 2006 non-Aboriginal levels by 2026, it is projected that the Aboriginal population will account for 19.9 per cent of labour force growth and 22.1 per cent of employment growth between 2006 and 2026. If Aboriginal Canadians were, by 2026, able to increase their level of educational attainment to the level of non-Aboriginal Canadians in 2001, the average annual GDP growth rate in Canada would be up to 0.030 percentage points higher, or an additional cumulative $179 billion (2006 dollars) over the20012026 period. If, in addition, the Aboriginal/non-Aboriginal employment rate gap and employment income gap at each level of educational attainment were eliminated, the potential contribution of Aboriginal Canadians to Canadian GDP over the 2001-2026 period would increase to $401 billion, or up to a 0.068 percentage points increase in annual average output growth rate. This potential, however, is unlikely to be fully realized in such a short period of time since older Aboriginal Canadians are not likely to go back to school andreach the 2001 level of non-Aboriginal Canadians by 2026. Still, these estimates show the potential gain that could be realized. SOCIAL BENEFITS There exist links between increased educational attainment and better health, higher living standards, and lower crime rates. Increased government expenditures now would decrease the dependence of the Aboriginal population on future government expenditures and increase output, and hence lead to higher future tax revenues and lower future expenditures. Better educated Aboriginal Canadians will be more effective leaders and thereby provide better direction for the economic development of Aboriginal communities. KEY STATS CONTINUED The Aboriginal youth population in BC (15-24 years old) in BC peaking at just over 54,000 people in 2013. Aboriginal people have lower rates of secondary school completion than the general population. Aboriginal people have lower labour force participation rates than the general population. Aboriginal people have higher rates of unemployment, than the general population, even with comparable levels of education. The median age of the Aboriginal population in BC was 28 years in 2006, higher than the national Aboriginal average of 26.5 years. The non-Aboriginal population is much older than the Aboriginal population. In BC, for Example, the median age of the non-Aboriginal population was 41 years in 2006 It was expected that there would be over 200,000 Aboriginal people living in BC by 2009. Approximately half the Aboriginal population (96,700) is 15-years old or older, with two-thirds (63,600) considered to be participating in the labour force.. In 2006, the latest year for which Aboriginal employment income data is available, Aboriginal Canadians had much lower incomes than non-Aboriginal Canadians. Aboriginal people with a high school diploma or higher had significantly better labour market outcomes, both in absolute terms and relative to non-Aboriginal Canadians than those who did not. In 2026, using the medium growth projection for Aboriginal and the General population, the Aboriginal population is projected to make up 4.6 per cent of the Canadian population. Assuming no improvements in labour market outcomes, the Aboriginal population is expected to account for 7.4 per cent of working age population growth, 12.7 per cent of labour force growth, and 11.3 per cent of employment growth between 2006 and 2026 in Canada. This high contribution is attributable to high population growth relative to the non-Aboriginal population - especially in younger age groups which tend to have high participation and employment rates.