Employment Effective Practice Focus Group May 2011 – Phase Two Report In a constantly changing economic climate, employment recruitment and retention that supports productivity and profits has become a priority in the business community. Many businesses are looking to new and innovative strategies to increase and diversify their workforce pool. Community Futures Treaty Seven (CFT7) is an economic development corporation that has a business component, as well as labour market programs. Their mandate is to explore and advocate for workforce inclusion by seeking innovative practices of organizations that are actively hiring, training, retaining, and supporting employment for First Nations People, which includes person with disabilities. Community Futures Treaty Seven would like to expand their mandate by providing a platform for employers and businesses to come together in a facilitated format to share candidly their needs, concerns, expectations, strategies, perspectives, and effective practices in recruiting and retaining First Nations People with disabilities and the Employer Effective Practice Focus Groups were designed to provide this forum. The Employer Effective Practice Focus Group Phase One was held October 20, 2010 at the Deerfoot Inn and Casino and hosted by Community Futures Treaty Seven (CFT7). The purpose of this focus group was to create a platform for the business community to come together to candidly share their needs, concerns, expectations, strategies, perspectives, and effective practices in recruiting, and retaining First Nations People with disabilities. Fourteen businesses were represented, as well as representatives from the Employment Centres and Human Resource representatives from the three levels of government: municipal, provincial, and federal. The Phase Two Focus Group was held during CFT7 4th annual Disability Employment Symposium on May 12, 2011 and included all the delegates: employers, First Nations people with disabilities, employment centers, funders, Elders, service providers and other interested stakeholders. The expected outcomes of the focus group were:

1. Build relationships with employers. 2. Develop questionnaire for employers to include responses, comments, and suggestions relevant to hiring and retaining First Nations persons with disabilities. 3. Provide an environment for employers to share openly and candidly. 4. Provide report on findings that includes employer-focused recommendations that will be available on CFT7 website as part of the main Disability Employment Symposium report. 5. Plan a follow up session/event to discuss the progress of action items developed and to determine how to continue working towards greater attraction and retention strategies by employers. (discussion will take place with the Calgary Region) 1

The following businesses attended the focus groups: Shell Canada Stoney Nakoda Resort & Casino City of Calgary, HR Advisor Royal Alexandria Hospital TD Canada Trust Trans Canada Pipelines Canadian Pacific Railway TranzTec Inc Grey Eagle Casino Canada Safeway TD Insurance Walmart HR Manager RBC HR Business Advisor London Drugs The Employer Effective Practice Focus Group Agenda: 7:30 am 8:00 8:30 10:00 10:30 11:20 11:30

11:50

12:10 pm 12:15

12:30 1:30 2:45 3:15

Breakfast Opening Prayer/Remarks All Nations Theatre Presentation Break Facilitator: Shayn Anderson Presentation “Can Do” Brief Synopsis of Oct 20th Phase One Focus Group Small Group Discussion Question # 1: What current resources/strategies are addressing the barriers and issues identified in phase one, as well as during this symposium, that we can build on to create employment opportunities for First Nations people with disabilities? Large Group Discussion Small Group Discussion Question #2: Going forward, what new strategies/innovative ideas can we create in building partnerships/relationships that will foster meaningful employment opportunities for First Nations people with disabilities? Large Group Discussion Wrap up – Shayn Anderson Employer Effective Practice Focus Group Evaluation for Employers Going Forward Question for Employers: Please provide one short term or long term goal that will advance inclusion of First Nations people with disabilities in your workplace. Lunch Concurrent Break Out Sessions (3) Break Closing Remarks; Symposium Evaluation; Grand Door Prize

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After the Elders’ prayer, All Nations Theatre provided an interactive introductory session facilitated by Charlene Hellson and Richard Campbell that was designed to allow participants to connect with each other and begin to identify and explore key issues pertaining to the employment of First Nations People with Disabilities. The session was lively, fun, engaging and energized the participants for the focus group discussions that followed. Shayn Anderson of Diversity Inclusion, California facilitated the phase two focus group. In his presentation entitled, "CAN DO: First Nations People with Disabilities Mean Business," Shayn Anderson laid out for attendees the business perspective on valuing disability in the workplace and how the inclusion of disability and the First Nation’s perceptive in business strategies can positively affect the bottom line for companies. He discussed the premise that everything starts with attitude and how many of us hold erroneous beliefs regarding disability based on assumptions and lack of knowledge. There are 4.4 million people with disabilities in Canada and disability can often be an uncomfortable topic for all of us. Shayn discussed that people with disabilities make up a huge customer base and market share that business can no longer afford to ignore. They represent $25 billion in purchasing power and business can better access this ever increasing market share by providing disability savvy products and services. He touched on the fact that First Nations people with disabilities hold abilities and work attributes at the same level or above people without disabilities which has been documented in corporate studies. In some cases, Shayn asserts that people with disabilities have unique skill sets that employers should find desirable and proactively seek out. Shayn presented that with an impending labour shortage, people with disabilities are a largely underutilized pool of labour that business needs to recognize and resource. Also, diverse work groups create better solutions to business challenges and people with disabilities need to be a valued member of corporate diversity strategies. Overall, hiring First Nations people with disabilities ultimately is a win-win for everyone and makes for good business. He pointed out several prominent companies that were leading this effort and his call to action was for more business to take action to do the same. A brief synopsis of the October 20, 2010 focus group phase one was then delivered to the audience by Belinda Berg of Canada Safeway and Ellen Stewart of TD Canada Trust, two committee members who have been instrumental in the planning and success of the focus groups. Following is the summary that was presented:

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On October 12, 2010, fourteen (14) businesses, and of which there were eighteen (18) representatives, gathered for an informal discussion on First Nations people with disabilities and employment. Narcisse Blood from the Blood Reserve and Sean McEwen from Calgary Alternative Support Services delivered opening addresses and Johnathon Red Gun, Employment Disability Coordinator for Community Futures Treaty Seven facilitated four (4) focus groups. Sixteen (16) evaluations were collected and of those 16, fourteen (14) currently had First Nations people in their place of employment and of those 14, six (6) were sure that they employed First Nations people with disabilities. The areas identified that were most challenging in going forward were retention; becoming more aware of hidden disabilities; the definition of disabilities; awareness of cultures; barriers and being aware that there are supports in the community; diversity in the workplace; and education and communication. It is one of the goals of the phase two focus group to address these areas, and as well, at the symposium with the break out track sessions:  Disclosure and Accommodation  How to Create a Healthy Workplace Culture  Diversity and Disabilities The focus group findings specific to the discussion items: awareness of First Nations culture; gaps and barriers in the workforce; required resources for recruitment, retention, and training; and creating partnerships summarized were:  All four focus groups stated there was a limited awareness of First Nations culture  Identified gaps or barriers included: training & experience, cultural sensitivity, education; definition of disabilities, non-disclosure, environmental barriers, nature of industry; lack of understanding and knowledge, hierarchal systems; time and cost perception, accessibility and transportation.  Identified resources/strategies in overcoming gaps: utilizing existing services, workforce connex events, transition support staff, training for employers; reviewing current recruitment methods, referral programs, mentorship programs; easier access to pertinent websites, better communication between employer and person with disability, First Nations training, career counseling, job shadowing, employer data base, ongoing financial support for agencies that assist First Nations people with disabilities, connecting with employment centres; more funding sources and awareness of those sources, more flexible testing methods, greater willingness of employers to accommodate, ongoing evaluation of practices/methods to improve inclusion.  Identified strategies to create partnerships/relationships: continue focus groups to share success stories as well as challenges, continued networking and sharing info, finding partnerships, participation at events; develop template in partnership building, volunteer, research and education; connect with First Nations Employment Centres; access tool resources such as Conference Board of Canada, cross cultural training, have a “go to” person or liaison, participating in community events, open houses for businesses; business, not just HR to

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participate in recruitment interviews, and make community aware “your” business is an inclusive employer. The main areas that the participants stated were beneficial as a result of the focus group were:  Being allowed to candidly discuss concerns, expectations, and perspectives  Creating more awareness in hiring First Nation people with disabilities  Learning more about First Nation’s culture and employment  Sharing ideas/strategies for recruiting/retaining First Nations people with disabilities  Networking with other businesses that employ First Nations people The delegates were then organized into10 focus group and given two questions to discuss and record. Each group had a group facilitator to guide them through the process and record findings. Each participant in the group signed a consent waiver allowing CFT7 and its coordinators to record the group discussion findings and them present these findings anonymously. Each group was presented with a fact sheet (refer to end of report), and each employer was requested to complete an evaluation of which was the same evaluation given to the employers during the first focus group. An additional question was posed to each employer asking them to provide one short term or one long term goal that would advance inclusion of First Nations people with disabilities in their workplace. This was an optional, confidential request that CFT7 will be following up with later in 2011 with those findings to be published anonymously on CFT7 website. Following are the findings of the Employer Effective Practice Focus Group Phase Two discussions: Question # 1: What current resources/strategies are addressing the barriers and issues identified in phase one, as well as during this symposium, that we can build on to create employment opportunities for First Nations people with disabilities? Education for smaller businesses Connecting with First Nations employment centers and service providers Cross Cultural training Employers and service providers connecting More management level participation at symposiums Management level awareness regarding retention issues Managers can be champions of diversity Technology that removes barriers; accommodation strategies Disability services for students Share success stories Mentoring programs Retention strategies Multi-year funding for programs that provide longer term solutions Inclusion policies and skills to implement Business community to take lead in setting standards Less government regulation 5

Conduit of linkages: common website for networking that is user friendly Networking/linking with reserve communities Onsite career fairs on reserves Allow persons with disabilities more visible in workforce Breakdown fears of unknown for both employers and employees Advocating for persons with disabilities and their rights Employers to consult with employees with disabilities Recognize solutions are a “two-way street” Research and access various supports already in place, such as ASETS agreement Provide disability awareness training and different learning styles Recognizing the importance and benefits of diversity in the workplace Dismantling hierarchy of types of disabilities and employment Understanding regional differences Accessing social media Info sessions with employers and employees to discuss benefits of persons with disabilities in the workforce Businesses provide information package about agency Employers creating practical positions Create meaningful careers for persons with disabilities Include youth with disabilities Question #2: Going forward, what new strategies/innovative ideas can we create in building partnerships/relationships that will foster meaningful employment opportunities for First Nations people with disabilities? Create employer network using social media Shared responsibilities between employers and employees Provide work experiences Develop a program of recognition – National Awards for Persons with Disabilities On Reserve networking Employer training/awareness: where to start Identify mentor/job coach in organization Orientation and follow up with employee Continue to build relationships/partnerships Host a disability conference just for employers Host a Disabilities Employment Career Fair for persons with disabilities Employers and service providers liaise with volunteers to build careers not just jobs Service providers working with managers and HR staff Publish and share employment/career success stories from large and small businesses Keep positions equal opportunity Create network pool of First Nations employment Utilize technology to attract or gain new resources Utilize Aboriginal resources to assist in visibility of hiring

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Hire and allow visibility for persons with disabilities Address barriers that affect persons with disabilities Employers go to Reserves to recruit Provide an agency on Reserve to address employment Partner with postsecondary institutions to address barriers and provide education Develop top-down inclusion policies with middle management buy-in Policy makers to include implementers when developing policy Research and know what is available in community Champion by bridging gap Showcase a best practice employer at future symposiums Be realistic and work with problems More employer advocating Provide one-on-one support in workplace and forum for rapport Create jobs to fit the person rather than “slotting” people in Develop sustainable strategies Clear and collaborative messaging between employers and service providers Set employees up for success Providing incentives for employers Implement an “employer hotline” where services & questions can be answered in 24hrs Developing supportive work environment during orientation and build in to work experience Support for employers when hiring – contact person Create long term projects that have long term funding so project exceeds “starting point” Connect service providers with employment disability managers Marketing success of the large corporations to smaller businesses role modeling techniques and best practices Reward efforts all around

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Outcomes/Results 1. The focus group brought together the business community which allowed

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3.

4. 5.

CFT7, employment centers, and service providers to connect and build relationships. All Nations Theatre’s interactive workshop, along with the facilitated small focus groups encouraged dialogue and sharing perspectives. An anonymous questionnaire was developed for employers and sixteen (16) questionnaires were completed of the fourteen (14) employers who attended the second focus group. Of the 16 responses all 100% employed First Nations people and of those 63% employed First Nations people with disabilities. For full questionnaire results please refer to The Employer Effective Practice Focus Group Pre/Post Evaluations Findings following this report. With the consent waiver that all participants signed indicating the findings of the small focus groups would be kept anonymous and confidential, the participants were provided an environment where they could share candidly and openly. The Employer Effective Practice Focus Group was incorporated as part of the 4th Annual Disability Employment Symposium and that report is available on CFT7 website at www.t7edc.com. Each employer was provided with a goal/commitment question: Please provide one short term or long term goal that will advance inclusion of First Nations people with disabilities in your workplace. All of the employers responded to this question with the intention of CFT7 following up in approximately six months. It is with this action item that CFT7 proposes to hold another focus group session to continue working towards greater attraction and retention strategies for employers.

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The Employer Effective Practice Focus Group Pre/Post Evaluation Findings Phase Two Evaluation completed by employers only (16 completed) 1. How did you hear about this focus group? 88% attended phase one focus group, and through email and invite heard about phase two. 2. Do you currently have First Nations People in your place of employment? Yes 100% 3. Approximately what percentage? 16% average 4. Do you have First Nations People with disabilities in your place of employment? Yes 63% Unknown 37% 5. Approximately what percentage? Most stated unknown 6. Was this focus group beneficial in (please circle all that apply):         

94 % Allowing you to candidly discuss concerns, expectations, and/or perspectives 75 % Creating more awareness in hiring First Nations People with disabilities 44% Learning more about First Nations culture and employment 63% Learning more about Community Futures Treaty 7 Disability Program 63% Learning more about Employment Centres that work with First Nations People with disabilities 88% Building relationships with Employment Centres 75% Sharing ideas/strategies for recruiting/retaining First Nations People with disabilities 56% Networking with other businesses and agencies that employ First Nations People Other - Creating safe environment for discussion

7. What resources/strategies discussed that address barriers and issues to First Nations people and employment were most beneficial to you?         

Supportive community efforts Sunchild e-learning Connecting with agencies that provide employer support Raising awareness about persons with disabilities Ergonomic awareness Use of technology Mentoring for retention Success stories Developing trust with youth 9

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Overcoming resistance Workforce representatives Focus groups Networking with people with same purpose Learning more about First Nations culture and Treaty 7 territory Job carving All Nations Theatre presentation

8. Going forward what new resources/strategies will you/your business be able to implement in building partnerships that will create meaningful employment for First Nations people with disabilities.         

Commitment to continued discussions on future partnerships Defining needs of both employee and employer Respecting values Sharing success stories Support local champions to build partnerships Continue networking and dialoguing re: advancement of First Nations people and employment Create national diversity team Apprentice & grant programs to advance skills & education Career fair for employers only for persons with disabilities

9. Other Comments?       

Well organized focus group Very educational Have better understanding of culture and needs of First Nations people with disabilities Great dialogue Employers want to hear about success stories Learn more about CFT7 services Well done!

This project received funding from the Government of Canada and the Government of Alberta

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FACT SHEET 

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Between 1996 and 2006 the Aboriginal population grew at a much faster rate than the non-Aboriginal population at 45% and 8% respectively. (http://www.statcan.gc.ca/pub/89-645-x/2010001/growth-pop-croissanceeng.htm) A total of 1,172,790 people identified themselves as an Aboriginal person, that is, North American Indian (hereafter referred to as First Nations people in this report), Métis or Inuit in the 2006 Census of Population. (http://www.statcan.gc.ca/pub/89-645-x/2010001/count-pop-denombrementeng.htm) About one in eight Canadians, or 13% of the population, have a disability that affects their mobility, agility, hearing, vision, or learning. When pain, psychological memory, speech, and developmental disabilities are added in, the estimates increase to 14.3% or 4.4 million Canadians.1 Previous research has shown that 31% of Aboriginal peoples reported a disability. (http://www.uregina.ca/sipp/documents/pdf/BN6_Aboriginal%20Persons%2 0with%20Disabilities.pdf) 90% of people with disabilities did as well or better at their jobs than nondisabled co-workers. ¹ 86% of people with disabilities rated average or better in attendance than non disabled co-workers. ¹ Staff retention was 72% higher among persons with disabilities. ¹ A number of researchers have identified employer attitudes toward persons with disabilities as an important factor in the staggering unemployment rate of persons with disabilities. (http://foa.sagepub.com.ezproxy.lib.ucalgary.ca/content/17/1/2.full.pdf+html) Studies show that employers’ previous experiences with individuals with specific disabilities such as deafness, epilepsy, and psychiatric disability reported more favorable attitudes towards hiring applicants with the same disability. (http://foa.sagepub.com.ezproxy.lib.ucalgary.ca/content/17/1/2.full.pdf+html)

The Road to Inclusion: Integrating People with Disabilities into the Workplace, White Paper July 2010. www.deloitte.com/ca/workplace-diversity

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