Aboriginal Private Sector Business Category September 25, Providing direction

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1 Aboriginal Private Sector Business Category September 25, 2014 Providing direction

2 Social Entrepreneurship What is Social Entrepreneurship? Social entrepreneurship is the process of pursuing innovative solutions to social problems Characteristics of Social Entrepreneurs: Act as the change agents for society, Seizing opportunities others miss to improve systems, Invent new approaches, and create solutions to change society for the better. Develops innovative solutions to social problems and then implements them on a large scale. Capitalism 2.0: Bill Gates suggested recently that corporations should sacrifice profits to the public welfare, practicing what he called creative capitalism,

3 Food for Thought Defining poverty by how many dollars a person earns per day is demeaning and poor way of stating a problem. Poverty is no so much dollars per day but the exclusion from networks and productivity and exchange Pope John Paul II In post industrial world, wealth of nations is not only amount of natural resources it has in the ground but also in the human mind and in human creativity G. Wiegel, Scholar Current models have problems solved by others rather than person directly affected. This approach often removes their dignity and control over their own destiny Andreas Widmer

4 About Us David Acco: Métis-Cree, Cumberland House Business Analyst and Project Manager BA - Creative Writing and Adult Ed., Master Certificate Marketing, Master Diploma Ecommerce, Master Certificate Business Analysis, and MBA International Business Julie Lepage: Nipissing First Nations Labor Relations Counselor LLB, LLC Labor Law and Aboriginal Law, Called Upper Canada Law Society, 2004

5 Inspiration and Creativity The Royal Commission on Aboriginal Peoples (RCAP) issued its final report in November 1996 Biggest Hindrance to Aboriginal Youth is the lack of training and opportunity We decided to address that problem by creating a business called Acosys

6 Acosys Consulting Service Company Overview Providing direction

7 Our Mission To provide both private sector and government with professional, timely, and value based consulting services in Technology Integration, Human Resources and Aboriginal Policy Development, while increasing the participation of Aboriginal business and professionals (technical and management) through effective Aboriginal Talent Management Proprietary and Not for Distribution 7

8 Our vision and goals Our vision as Social Entrepreneurs To build a just society for all Aboriginal people on and off reserve Education and professional development to build capacity to manage our own destiny Employment participation and sustainability Focus on women who are the 1 st role models and mentors of our children To build capacity and economic development that are building blocks towards community sustainability. Our goals is to be a leading Aboriginal Management Consulting company Be leaders in technology integration and human resources change management Be leaders in Aboriginal participation and sustainability best practices Be industry incubator for Aboriginal talent Be supportive to: CAMSC: Canadian Aboriginal and Minorities Supplier Council CCAB: Canadian Council for Aboriginal Business PSAB: Procurement Strategy for Aboriginal Business from the Federal Government Proprietary and Not for Distribution 8

9 IT Consulting Services Contract Labour SA/SO Information and Technology Integration Consultants (IT, HR and Aboriginal Policy) Services Competency Centers PM CC (Project Management) BA CC (Business Analysis) CM CC (Change Management) PCO CC (Project Control Office) System Development and Technology Integration (Design, programming, testing etc.) Proprietary and Not for Distribution 9

10 Consulting Services Recruitment Human Resources Consulting and Aboriginal Talent Management On demand Recruitment of Aboriginal Talent Process Improvement Full cycle Recruitment and retention process Organizational Development & Succession Plng Employee Manual and Policy Development Employee Engagement and Professional Development Labour and Employment Law Federal/Provincial /Territorial Laws Aboriginal Talent Management Proprietary and Not for Distribution 10

11 Consulting Services Aboriginal Policies Development Corporation and Government Strategies Recruitment strategies for Aboriginal and other minorities Supply Chain strategies to reach out to Aboriginal Business Aboriginal Development Personal Growth Employability Economic Development (how to start your own business) Qualitative research on different Aboriginal Aspect Proprietary and Not for Distribution 11

12 Clients 12

13 Social Entrepreneurial Commitments Acosys commitment is to work with our customers and NAOs to help them meet their CSR, employment equity and program targets in meaningful and cost effective ways that are measurably beneficial to the Aboriginal individual and community Aboriginal Internship Program Increase education and employability for Aboriginal Talent Reinvesting in the individual and the Community Aboriginal Opportunity Development Skills Development With We provide to women with family obligations a chance to: Skills development courses to build and manage their businesses Participate in an international women s business network to bring international products to North America Microsoft and Accenture provides : Software tools, expertise and training to help the women manage their business Working with customers and NGOs to serve the Aboriginal community Proprietary and Not for Distribution 13

14 Where are Today 12 Employees (7 being Aboriginal) $500K plus Revenue Focus on Revenue to support our mission Building partnership with customers Stay the course with AIP and Social Entrepreneurial Commitments

15 The Aboriginal Internship Program Providing direction

16 AIP Goals and Rationale, Cont d Client Partner Career Accelerator Aboriginal Internship or Career Bridging Program Aboriginal Intern Education Partner Funding Organization Tous droits réservés, ne pas reproduire pour distribution 16

17 Overview After selection and interviewing, the Interns work for you for a period of 52 weeks, matched with our senior consultants as coaches. During or after this period the client and Acosys have several avenues for extending the contract if they wish. Tous droits réservés, ne pas reproduire pour distribution 17

18 The Acosys AIP: AIP Process Acosys provides for every two or three Consultant/Mentors on project (depending on the price point), we place one Intern, free of charge, to maintain an Aboriginal component, which is the core of the AIP and our business mission. Acosys uses existing Standing Offer And Supplier Arrangements (SO/SA) or Master Supplier Agreements (MSA) and works with the Health Canada s IT group and HR departments to facilitate the placement and integration into Health Canada s workforce. Our program is distinct from most existing Aboriginal skills development programs in that, while they provide for entry-level and trade internships, with wage and training subsidies, ours caters to budding private sector professionals (technologist and management), offering on-the-job experience and coaching. Our customer and partners do not change the way they do business Tous droits réservés, ne pas reproduire pour distribution 18

19 The Acosys AIP: Creating Opportunity through Partnerships Corporate Social Responsibility (CSR), Aboriginal Spend Aboriginal Employment Equity Tous droits réservés, ne pas reproduire pour distribution 19

20 Past Successes AIP Engagement 1 Winnipeg Montreal Ottawa 1 1 Toronto 3 1 Worked on client projects Resulted in client hires 4 1 Proprietary and Not for Distribution 20

21 AIP Highlights Stephanie interned at Acosys in 2009 as a junior Business Analyst. She is now full time RBC as Intermediate Business Analyst. RBC engage 3 interns in a 9 month Internship Program and May 2010 they were moved to FTE and are recruiting for the bank through the Royal Eagles program. Accenture has been intern partner since 2010 and have hired Joni, Jon, Chris, closing income gap and creating sustainable employment Tous droits réservés, ne pas reproduire pour distribution 21

22 Why Focus on developing professionals? Tous droits réservés, ne pas reproduire pour distribution 22

23 Holistic Inclusion Productivity and Exchange Network Answer: Participation networks and productivity and exchange with creative solutions Proprietary and Not for Distribution 23

24 Why do Business with Acosys? You will meet your resources and project needs You will increase your direct Aboriginal spend We will provide higher a CSR value through a business relationship You can leverage our proven internship model to increase Aboriginals talent in your workforce We want to be a partner more than a just vendor We are out of the box thinkers and we always working for you We do all that while it s business usual for you Tous droits réservés, ne pas reproduire pour distribution 24

25 Inspiring Success https://www.youtube.com/watch?v=eakkfy5ahmy

26 Additional Thoughts Providing direction

27 Challenges for Aboriginal Professionals Providing direction Tous droits réservés, ne pas reproduire pour distribution 27

28 Challenges, Barriers and Obstacles In 2009, Aboriginal unemployment sat at 14.8%, about double the national rate. In 2006, the median income for Aboriginal peoples was $18,962 30% lower than the $27,097 median income for the rest of Canadians. According to the Employment Equity Act Review (EEAR) of 2001, Aboriginals are represented in the workforce at rates well below their availability, proportional to other groups. Whatever the reasons historical, geographical, educational Aboriginals suffer disadvantages in the labour market, compared to the mainstream. The costs of this under-employment of Aboriginal talent are not just individual, but affect the entire society, as any waste of human resources does inevitably. Internship programs like this one benefit the interns, their communities, and ultimately the whole marketplace. Tous droits réservés, ne pas reproduire pour distribution 28

29 Challenges, Barriers and Obstacles On top of this, a disproportionate number of university-educated Aboriginals seek and find employment in the public sector, rather than the professional private sector. The EEAR demonstrated that Aboriginals are represented in the federal public service at almost 200% of their proportional labour market availability. With a growing Aboriginal population, especially in cities, it is increasingly important to encourage public sector workers and new graduates to move into the private sector. This AIP provides a vehicle to get them on their way. Tous droits réservés, ne pas reproduire pour distribution 29

30 What are Aboriginal people in university studying? Note: Table courtesy of TD Bank 15+ years age group is used 30

31 Program Approaches Work integration and education programs are designed for building up Aboriginal self-sufficiency and inclusion, and we agree that economic development and greater employment are an important part of this. Programs are on a macro level, through policies such as PSAB, on a micro level through partnership with NAOs, and also through various nonprofessional internships or work integration programs. We want to help the HRSDC extend its solutions into the professional private sector, on the micro level. Existing training programs typically involve various forms of course training, on-the-job training, work experience, life skills training, job search assistance, resume preparation, transportation aid, and interview skills. In other words, they are short term interventions. We want to do long term intervention that lead to building talent visibility with our customer that lead to full-time position with our customers. Tous droits réservés, ne pas reproduire pour distribution 31

32 Current Program Gaps Many programs show success within a six-month window, but clients often return to income assistance after a year. Longer term follow-up would properly reveal which programs help clients become truly economically selfsufficient. Most employment and training programs have three main weaknesses, particularly when applied to Aboriginals: 1. These programs do not provide the sequential learning, nor the essential reading and writing skills derived from years of schooling. 2. Limited skills training qualifies the participant for a specific job, but does not support the "jump" to a higher level occupation that offers better pay and security. 3. As a result, participants often cannot increase their wage earnings enough to remove the incentive to stay on social assistance. In most jurisdictions, income assistance programs compensate clients significantly more than low wage employment obtained with weak skills. Tous droits réservés, ne pas reproduire pour distribution 32

33 Private Sector Needs and Challenges The private sector, awoken to the benefits of diverse employment, wants actively to recruit Aboriginal talent. However, recruitment and retention have posed constant challenges. Part of the solution is to build new talent, fresh from a postsecondary education. Another part is to build career bridges for Aboriginal professionals transitioning from the public to the private sector, a move which can prove more difficult than it sounds since there is gap between private and public sector experience. The professional private sector also requires more flexible wage subsidies than are currently available. The solution to these challenges can and should be implemented in the private sector, with the cooperation of willing private companies, National Aboriginal Organizations (NAOs) and the government. Tous droits réservés, ne pas reproduire pour distribution 33

34 Government of Canada Goal and Objectives for Aboriginal Inclusion Providing direction

35 Federal Government Priorities Federal Government s Priorities for Aboriginal People: Education: Improving educational outcomes of Aboriginal learners Reconciliation, Governance and Self Government: Healing past injustices and strengthening Canada's relationship with Aboriginal People Economic Development: Improving economic well being, prosperity and self reliance The new Federal Framework for Aboriginal Economic Development will be consistent with Advantage Canada by: focusing government so that roles and responsibilities are aligned to maximize economic outcomes for Aboriginal Canadians; supporting skills and training that will create new opportunities and choices for Aboriginal peoples; leveraging investment and promoting partnerships with the private sector to produce sustainable growth for Aboriginal peoples; and acting to free businesses to grow and succeed by removing barriers to Aboriginal entrepreneurship and leveraging access to commercial capital House of Commons: Standing Committee on Finance: How to achieve a sustained economic recovery in Canada? How to create quality sustainable jobs? Tous droits réservés, ne pas reproduire pour distribution 35

36 Canada Economic Action Plan Responsible Resource Development Responsible Resource Development is the Government of Canada s plan to create jobs, growth, and long-term prosperity for all Canadians by streamlining the review process for major resource projects. Support for Workers and the Unemployed The Government of Canada offers programs and initiatives supporting workers and the unemployed. Some of these include the Wage Earner Protection Program, the Hiring Credit for Small Business, and the Helmets to Hardhats program. Shipbuilding The National Shipbuilding Procurement Strategy (NSPS) will create jobs and generate significant economic benefits in shipbuilding and related industries across Canada Building Canada's North The Government of Canada has made the North a top priority, with a clear vision for the North as a healthy, prosperous region within a strong and sovereign Canada. Learn more about EAP initiatives supporting jobs, growth and long-term prosperity in Canada's North. Tous droits réservés, ne pas reproduire pour distribution 36

37 Whole of Government Approach All department need to focus on Government of Canada priorities: 1. Keep economy moving forward 2. Creating jobs 3. Skills and Training 4. Environment (natural and socio-economic) Also to be considered are: 1. Urban aboriginal inclusion 2. Shifting sands of recent ruling (i.e. Daniels, Red River Land Claim, etc.) Tous droits réservés, ne pas reproduire pour distribution 37

38 Alignment of Government Goals HRSDC Building Aboriginal Human Resources Capacity Creating more opportunities for better skills building Creating more employment AANDC Improving Aboriginal well-being and quality of life of Aboriginal people Focus economic development Providing more contract opportunities in both Public and Private Sector PWGSC Aboriginal Vendor Inclusion Set-Aside Aboriginal Benefits Requirements Tous droits réservés, ne pas reproduire pour distribution 38

39 Sustainable Procurement Procurement is called sustainable when it integrates requirements, specifications and criteria that are compatible and in favor of the protection of the environment, of social progress and in support of economic development, namely by seeking resource efficiency, improving the quality of products and services and ultimately optimizing costs. Through sustainable procurement, organizations use their own buying power to give a signal to the market in favor of sustainability and base their choice of goods and services on: economic considerations: best value for money, price, quality, availability, functionality; environmental aspects, i.e. green procurement: the impacts on the environment that the product and/or service has over its whole life-cycle, from cradle to grave; and social aspects: effects of purchasing decisions on issues such as poverty eradication, international equity in the distribution of resources, labor conditions, human rights.

40 Visit us at: David Acco President Acosys Consulting Services Inc. 100 Alexis-Nihon Blvd, Suite 591 St-Laurent, QC H4M 2P1 Phone: extension: 112 Fax: Cell phone:

41 Penny for your thoughts? 9/23/13 Proprietary and Not for Distribution 41

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