Boasting a 90% completion rate, the Aboriginal Youth Internship Program (AYIP) has a winning model for Aboriginal recruitment. AYIP is a 12-month paid internship for Aboriginal youth who are between 19 and 29. Interns are placed in provincial government ministries for nine months and then in Aboriginal organizations for three months.
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It’s not new news that there is a skills’ shortage on the horizon in Canada due to the impending wave of baby boomers reaching retirement age, nor is it new news that First Nation People represent a solution to the problem. What is new, at least relatively, is the heightened awareness that it makes good business sense to hire First Nation employees. We have requests on an almost daily basis for tips on First Nation recruitment.
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First Nation worker retention strategies are a topic of growing interest and discussion as Canada faces the challenge of insufficient numbers of skilled workers to fill its labour needs. As First Nation people are the fastest-growing and youngest segment they are increasingly considered part of the solution.
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This is the second in a three part series on Barriers to Aboriginal Employment. In this article, we offer some solutions that employers could consider as part of their strategy to employ Aboriginal workers. We will wrap up a look at an in depth look at one of the fundamental barriers - the lack of a driver's license.
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Why aren’t Aboriginal workers filling the labour shortage gap?
