The Engineered Approach to Aboriginal Inclusion: Inclusion Works Tony Cesta & Siobhan Dooley May 13 th, 2015

Transcription

1 The Engineered Approach to Aboriginal Inclusion: Inclusion Works 2015 Tony Cesta & Siobhan Dooley May 13 th, 2015

2 2 Presentation Outline Learning Objectives Introduction to Hatch Aboriginal Inclusion at Hatch The Engineered Approach to Aboriginal Inclusion Discussion Q & A

3 3 Learning Objectives To understand a unique, process-oriented, approach to Aboriginal inclusion To gain insight about the transition from ad-hoc initiatives to a more formalized approach to inclusion To draw examples from the experience of an engineering services company, which may be applicable within other organizations

4 Hatch A world leading engineering and consulting group 4 Employee-owned Serving mining & metals, energy and infrastructure sectors for more than 80 years Engineering, Procurement and construction management (EPCM) Consulting process, technologies and business More than US$35 billion of projects under management In-plant engineering services for operations

5 Global Operation - 10,000 staff, 65 offices, projects in over 150 countries 5 CANADA Calgary, Alberta Halifax, Nova Scotia Montréal, Québec Niagara Falls, Ontario Oakville, Ontario Saskatoon, Saskatchewan St. John s, Newfoundland & Labrador Sorel-Tracy, Québec Sudbury, Ontario Toronto, Ontario Vancouver, British Columbia Winnipeg, Manitoba EUROPE London, England Moscow, Russia St. Petersburg, Russia CHINA Beijing Shenyang Shanghai Amherst, New York Baltimore, Maryland Boston, Massachusetts Buffalo, New York Cleveland, Ohio Denver, Colorado Houston, Texas Millburn, New Jersey USA New York, New York Pensacola, Florida Phoenix, Arizona Pittsburgh, Pennsylvania Sacramento, California San Diego, California San Francisco, California Seattle, Washington Tampa, Florida SOUTH AMERICA Antofagasta, Chile Belo Horizonte, Brazil Lima, Peru Rio de Janeiro, Brazil Santiago, Chile São Luís, Brazil São Paulo, Brazil MIDDLE EAST Abu Dhabi, UAE Al Khobar, Saudi Arabia Sohar, Oman SOUTH AFRICA Johannesburg Pretoria Cape Town AUSTRALIA Brisbane Gladstone Mackay Melbourne INDIA New Delhi Jakarta INDONESIA NEW CALEDONIA Nouméa Newcastle Perth Townsville Wollongong

6 6 Aboriginal Inclusion at Hatch: Context The Aboriginal population is one of the youngest and fastest growing in Canada. As a professional services company, Hatch has access to a smaller pool of skilled workers than companies involved in construction and/or operations. Hatch has chosen to take a proactive approach by investing in Aboriginal engineers and Aboriginal businesses to increase capacity and grow the talent pool, increasing the number of Aboriginal workers in high-value service positions. Increasingly, our clients are expecting high levels of Aboriginal inclusion efforts among their suppliers. Investing in Aboriginal talent is increasingly seen as good business sense, at Hatch we maintain that Aboriginal inclusion is simply the right thing to do.

7 Aboriginal Inclusion at Hatch: Where We Are Now Baseline Discovery Report (AHRC) Stage 6 Hatch is at the Integration stage of its Inclusion journey Hatch is a proud member of the AHRC s Leadership Circle Stage 6 Integration Inclusion as a catalyst for growth The company s goals are permanently integrated with its inclusion goals. Employees have high morale and show a high degree of engagement. Long-term strategies drive internal and external Aboriginal relations. The organization vigorously promotes inclusion to other organizations.

8 The Engineered Approach to Aboriginal Inclusion 8 Engineering Approach Identify the Problem Define the Problem Develop Design Basis Develop Options Select Options Definition / Planning Implementation Lessons Learned Aboriginal Inclusion Ad Hoc / Project-based Define the Baseline Develop a Policy Develop a Plan Prioritize Communication / Planning Implementation Lessons Learned

9 9 Ad Hoc / Project-based Approach In the past, Hatch s Aboriginal inclusion efforts were projectbased and focused on consultation. More recently, Bert Wasmund, one of Hatch s Senior Executives, developed a scholarship for Aboriginal students. Increased awareness of Aboriginal inclusion led to ad hoc activities, such as: Individual project managers on northern projects wanted to do more, but did not know how We received invitations to attend Aboriginal events, but they were not properly channelled A small group of interested staff was active, but activities did not include the rest of the organization

10 Define the Baseline

11 11 Develop a Policy Hatch Statement: First Peoples Engagement Statement for North America (2013) Hatch s relationships with Aboriginal and Indigenous Peoples is based on the values of honesty, respect and transparency. At Hatch, we understand that our ability to deliver successful projects on behalf of our clients is enhanced by our knowledge and understanding of the histories, cultures, protocols, values, aspirations, and governments of First Peoples.

12 12 Develop a Plan & Prioritize Aboriginal Engagement Committee Membership includes: Regional Leadership Team, HR, Procurement, and the Environmental Services Group Aboriginal Engagement Action Plan for Canada Significant piece of work used to organize our thoughts (27 pages) Identifies actions, responsibilities, timelines and measureable targets Employment & Education Business Development Community Investment & Engagement

13 13 Communication / Planning Once formal commitment reached at the CEO level, communicate policy to all staff Engage leadership from across Canada Engage HR and recruitment to develop a plan of action Engage procurement to develop a plan of action Aboriginal history and cultural training modules being developed for all staff Earth s Heat Beat, a painting by Maxine Noel, a Santee Oglala Sioux born in Manitoba.

14 14 Implementation: Aboriginal Inclusion Activities Employment & Education Business Development Community Investment & Engagement

15 15 Educational Initiatives Hatch Aboriginal Scholarships Program In 2013, Hatch established undergraduate engineering scholarships for Aboriginal students at three of Ontario s top universities: The University of Toronto (U of T), Queen s, and McMaster. In September 2014, Hatch launched a scholarship program at The University of British Columbia (UBC), in Vancouver, Canada. Halton Learning Foundation Hatch is offering a $1,000 scholarship for First Nations students the first of its kind in Halton

16 16 Educational Initiatives (cont.) Aboriginal Mentorship Program (AMP) Lakehead University AMP identifies Lakehead University science students as mentors and partners them with Aboriginal high school students from across Thunder Bay and Northwestern Ontario Donation to support the current Science Aboriginal Mentorship Program as well as help establish an Engineering Aboriginal Mentorship Program

17 17 Business Development Joint Venture: Hatch and First Pac West (March 2015) Strategic relationship between Hatch and First Pac West to jointly provide a better solution to remote living conditions for project workforces in the mining, energy, and infrastructure sectors around the world. First Pac West is 100% Aboriginal owned and operated. The agreement is supported by The Canadian Council for Aboriginal Business (CCAB).

18 18 Business Development (cont.) Flexible Procurement System Hatch has developed a flexible procurement system that facilitates maximizing local content and fostering local economic development. Hatch identifies local capabilities early on in order to alter our tendering packages and scheduling to pre-qualify as many local businesses as possible. Hatch works with our clients to develop contracting strategies and capacity building support as needed to further support local business development. Mentorship Hatch provided Aboriginal Businesses with guidance on proposal submissions Client Pursuit Strategies, Client Interview Presentation Preparation support Effective Businesses Marketing techniques and material

19 19 Community Investment & Engagement Northern Communities Outreach Initiative, British Columbia School Presentations: Hatch provided hands-on engineering demonstrations to 208 students from Grade Northwest Science Fair Extravaganza: Gold Sponsor BC LNG Youth Conference: Hatch sponsored and supported an initiative that allowed over 100 youth attend the LNG Youth Day and visit UBC

20 20 Community Investment & Engagement (cont.) Northern Communities Outreach Initiative, British Columbia (cont.) Supporting Minerva Foundation s programming that promotes leadership in Aboriginal women in BC. Guest Lecturing at Northwest Community College: A Hatch process engineer travelled to Smithers, BC, as a guest lecturer to the Mineral Process Operators program at the School of Exploration and Mining.

21 21 Community Investment & Engagement (cont.) Chiefs of Ontario Training Program Hatch sponsored and participated in two workshops 2013: Keewaytinoak (Northland) Watch Environmental Assessment Training and Organizing (Constance Lake First Nation) 2014: Understanding Mining Development Processes (Wahnapitae First Nation)

22 22 Community Investment & Engagement (cont.) Hatch celebrated National Aboriginal Day in 2014 with two Lunch & Learn events: Sudbury: Chief Shining Turtle of the Ojibways of Whitefish River First Nations spoke on the importance of education and communication in the resource sector Vancouver: Lana Eagle, President of the Industry Council for Aboriginal Business (ICAB), gave a presentation on Aboriginal culture and consulting with First Nations people in BC

23 Other Initiatives Attendance at Aboriginal-related events and conferences Canadian Aboriginal Minerals Association (CAMA) Conference Opportunity Knocks: Aboriginal Youth Apprenticeship Conference Inclusion Works Support of Aboriginal-related groups and committees Circle of Advisors for the Aboriginal Access to Engineering Program at Queen s University Aboriginal Environmental Leadership Circle Native Women s Association of Canada Aboriginal Affairs Committee, Mining Association of Canada Sponsorships Little Native Hockey League

24 24 Lessons Learned

25 25 Discussion Questions 1. What are the challenges in moving from an ad hoc to a systematic approach? 2. What inputs are needed to establish a solid baseline? 3. How can employees effectively drive internal policy? 4. How can you ensure that your engagement plan will be meaningful and effective? 5. How can you position Aboriginal inclusion as a priority within your company? 6. What methods have you used to communicate your inclusion efforts? Describe the pros/cons of each. 7. What advice would you give to someone implementing their companies first inclusion efforts? 8. What has been your biggest lesson learned to date? Describe the situation and how you ve learned from it.

26 26 Thank you for participating! Questions? For more information, please visit