Page 75 - Six Nations Community Plan 2019

Measuring Progress

• Increased jobs, work that is meaningful and stable • Greater capacity for employment training programs
• Increased mentorship to build up younger staff • Employees feel they can connect with culture
• Community members can be self-sufficient and responsible • More equality across employment types
for their own wellbeing
• More alignment between peoples’ gifts/passions and
• Community needs are being met by our own people their employment

Key Challenges And Concerns

• A lot of employment needs are not being met by our own community members
• Policies guided by western values don’t always reflect our community or enable us to practice culture
• Short funding cycles create unstable jobs and high turnover. Organizations expend more resources on training
• Management is not always empowering, little succession planning to build capacity of young employees
• Private industry is providing jobs but not held to standards of quality of employment
• Employers struggle to recruit and retain employees due to sense of entitlement and poor work ethic
• Youth are left mostly with service jobs where they aren’t always given opportunities to build their skills

Suggested Lead Partners

• Ontario Works • GRPSEO • Human Resources • New and Emerging
• GREAT/OSTTC • Schools Departments Organizations

Timeline

OBJECTIVES STATUS IN 2019
Renew employment policies More focus needed to create progressive employment that is stable, offers benefits
to be more supportive and and competitive wages and focuses on staff wellbeing, allows more participation in
ceremonies and community events and supports individuals who are carrying cultural
empowering responsibilities.
Various studies have been done in the past, need a new comprehensive study which
Conduct community wide gauges employment satisfaction across sectors. Partnership with Assembly of First
SHORT employment study Nations in 2019 will produce a limited study.
(2019-2024)
Promote creation of Health and Some public organizations have H+W committees but greater support needed to
mandate these across the community so employees can find wellness at work.
Wellness initiatives Opportunity to integrate cultural learning.
Enhance coordination between Coordinating strategy needed to better gauge skill shortages so schools and post-
employment needs and secondary institutions prepare our people through appropriate training.
education
Implement requirements for Action needed to nurture young leaders, create longer term internship programs, long
succession planning in public term management plans.
MEDIUM organizations
(2025-2029) Long term forecasting between Employment agencies are constantly looking ahead for possible employment
employment agencies and placements but are not always informed of potential opportunities, business
community developments.
Coordination among Will require more coordination and organization among businesses first (see the
businesses to support objective of a Six Nations Chamber of Commerce under the goal Local Economy, page 84).
employment Goal
LONG
(2030-2039) Greater connection between Align with goals Trade & Barter Economy (page 82) and Local Economy (page 84) to
community needs and nurture businesses which will provide work that satisfies community values, such as
farming, health care, cultural advisors, etc. Will require greater business coordination
employment
through a Chamber of Commerce.
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