Report finds Métis are an under-served population for market strategy

A key finding in the Calgary Chamber’s Building the Workforce of Tomorrow: Employment and Career Directions for the Métis report is that Métis organizations can fill the role of solidifying relationships with government and education.

“Métis organizations seem to be the hub,” said Ben Brunnen, former director of policy and government affairs for the Chamber. “The key is to find groups providing employment support and recognizing them as the conduit … (and) they should be training arms that legitimately represent Métis people and not political objectives.”

In answer to Canada’s looming labour and skilled workforce shortage, the report is a sequel to an earlier report, Closing the Gap: Partnering for Métis Labour Market Success. Building on the findings of that report, it delves deeper into understanding occupational choices of the Métis, identifying strategies for career advancement and workplace retention.

The Métis form a big segment of the population, yet are generally under-served, says Brunnen. Because of their broad integration across Canada, the Métis population is a difficult population to reach and defining a Métis community geographically is not easy.
“Engagement is biased toward First Nations, with the Métis glossed over,” said Brunnen. “It’s difficult even to create a client list.”

At the crux of the report, which is broadly applicable beyond Calgary, is the need to build relationships to tap into the Métis workforce.

 To delve deeper into career choices and advancement opportunities for Métis people, over 120 stakeholders were interviewed.

“The report recommends finding Métis groups that provide employment support and recognizing them as the conduit,” said Brunnen.

The report, focussed on best practices, will be used to inform employers so they have a basis to develop their own ways of connecting with the Métis population, both formally and informally. “Informal networks have been identified as the biggest source of employee connections and sharing stories,” said Brunnen.        The report found that career counselling for both Aboriginal and Métis is virtually nonexistent. Employers can serve as mentors of Métis youth, providing career advice and help to navigate their occupations. Career support and direction may also be captured through programming for post-secondary and K-12.
Métis people are underrepresented at the post-secondary and higher level. Completion of K-12 provides a high return in wage improvement and long-term career opportunities. Post-secondary institutions can also partner with potential employers.

In its tripartite approach, the report includes a number of action items for government, for business, and for Métis organizations.
Aboriginal cultures are of increasing importance to the business community, says Brunnen, pointing to First Nations, who are partnering with energy development in Alberta.

“Employers want to have representative workforces and strengthen employment equity.  The Métis are a big segment that is generally underserved. Recognizing the Métis within the population is a key success for retention,” he said.

Awareness of the uniqueness of the Métis culture, however, is a critical factor for achieving workforce integration.