Item - 2014.EX38.2

Tracking Status

  • City Council adopted this item on February 19, 2014 with amendments.
  • This item was considered by Executive Committee on February 4, 2014 and was adopted with amendments. It will be considered by City Council on February 19, 2014.

EX38.2 - Aboriginal Employment Strategy

Decision Type:
ACTION
Status:
Amended
Wards:
All

City Council Decision

City Council on February 19 and 20, 2014, adopted the following:

 

1.         City Council adopt, as amended, the Aboriginal Employment Strategy for the Toronto Public Service outlined in Appendix A to the report (January 21, 2014) from the City Manager, with Appendix A amended by:

 

a.         adding a new section entitled "Definitions" as follows:

 

“Aboriginal peoples” is a collective name for the original peoples of North America and their descendants.  The Canadian constitution recognizes three groups of Aboriginal people: Indians (commonly referred to as First Nations), Métis and Inuit.  These are three distinct peoples with unique histories, languages, cultural practices and spiritual beliefs.  More than one million people in Canada self-identify as an Aboriginal person, according to the 2006 Census.  Aboriginal communities are located in urban, rural and remote locations across Canada.

 

They include:

 

-              First Nations or Indian Bands, generally located on lands called reserves;

 

-              Inuit communities located in Nunavut, Northwest Territories, Northern Quebec (Nunavik) and Labrador;

 

-              Métis communities; and

 

-              Communities of Aboriginal people (including Métis, Non-Status Indians, Inuit and First Nation individuals) in cities or towns which are not part of reserves or traditional territories (for example, the Aboriginal community in Winnipeg).

 

Inuit:                           Aboriginal people in Northern Canada living generally above the treeline in the Northwest Territories, Northern Quebec, and Labrador. Although the Inuit are not covered by the Indian Act, the federal government makes laws concerning the Inuit. The federal government has also entered into several major land claim settlements with the Inuit.

 

Métis:                          People of mixed First Nation and European ancestry who identify themselves as Métis, as distinct from First Nations people. The Métis have a unique culture that draws on their diverse ancestral origins, such as Scottish, French, Ojibway, and Cree.

 

First Nations:              A term used to define indigenous people of Canada’s Indian Act. According to the Indian Act, an Indian is a person who pursuant to the Act is registered as an Indian or is entitled to be registered as an Indian. This is a highly selective legal definition subject to historical events and legislation. The use of the term Indian has declined since the 1970’s, when the term First Nations came into common usage. There are three legal definitions that apply to Indians in Canada:

 

Non-Status Indians:    An Indian person who is not registered as an Indian under the Indian Act.

 

Status Indians:            A person who is registered as an Indian under the Indian Act. The act sets out the requirements for determining who is an Indian for the purposes of the Indian Act.

 

Treaty Indians:            A Status Indian who belongs to a First Nation that signed a treaty with the Crown;

 

b.         adding the following to Action 10:

 

a.         Hiring from within is a way to demonstrate the City of Toronto's commitment to our staff and their professional development.  Further, it provides an opportunity for staff to move laterally or to more senior positions.

 

b.         Encouraging current employees to communicate vacancies to their network of professionals to tap into your internal resources.  Our existing employees can play a large role in developing our organization’s reputation within Aboriginal communities.  Through strong internal communications, employees will be aware and supportive of the organization’s commitment to Aboriginal inclusion.

 

c.         Ensure the City of Toronto résumé pool is developed through both unsolicited résumés, as well as solicited résumés  from past employment opportunities.

 

d.         Establish Internships and co-op programs provide environmental professionals and students with an opportunity to gain valuable hands-on work experience; and

 

c.         adding two new actions, 14 and 15 to the Education and Communication section:

 

14.       The City of Toronto should hire an Aboriginal Liaison Manager skilled at developing relationships.  The Aboriginal Liaison Manager is responsible for building relationships with Aboriginal community members, business groups, employment centres, and schools, with the intent of:

 

a.         becoming a contact point,

b.         identifying common interests,

c.         establishing common  ground,

d.         identifying potential employees and

e.         communicating employment opportunities the City of Toronto civil service.

 

15.       Advertise employment opportunities with local Aboriginal news outlets, to reach a wide Aboriginal audience and to access both urban and rural populations.  Posting advertisements in Aboriginal news outlets will increase the City of Toronto's profile within Aboriginal communities.

 

2.         City Council direct the City Manager to include, as an Appendix to the Aboriginal Employment Strategy 2014- 2018, a detailed list of Aboriginal agencies and agencies serving Aboriginal populations and any associated websites including but not limited to:

 

Aboriginal Student Services http://aboriginallynx.ca 

Aboriginal Human Resource Council www.aboriginalhr.ca/en/employers 

Chart of funding options www.centralalberta.ab.ca 

Indian and Northern Affairs Canada www.ainc-inac.gc.ca/emp/index-eng.asp 

Government of Canada Aboriginal Canada Portal www.aboriginalcanada.gc.ca/acp/site.nsf/eng/ao31171.html 

Aboriginal Skills and Employment Partnerships Program www.hrsdc.gc.ca/eng/employment/aboriginal_training/index.shtml 

Canada Portal Job Seeker Job Board www.aboriginalcanada.gc.ca 

Turtle Island Native Network www.turtleisland.org/news/news-jobs.htm 

Mining Industry HR Portal for Aboriginal Communities www.aboriginalmining.ca/en/education 

Recruiting resource company www.spiritstaffing.com/

Diversity Canada http://www.canadastop100.com/diversity/

Canadian Human Rights Commission http://www.chrc-ccdp.ca/eng/content/aboriginal-employment-preferences-policy

Canadian Labour Congress http://www.canadianlabour.ca/human-rights-equality

Finding and Keeping Aboriginal Workers Handbook http://www.canadabusiness.ab.ca/index.php/aboriginal

Alberta government training program http://employment.alberta.ca/AWonline/ETS/4376.html

Aboriginal Link http://www.aboriginallink.com/

 

2.         City Council direct the City Manager to implement the specific actions outlined in the Aboriginal Employment Strategy and to provide semi-annual updates to the Aboriginal Affairs Committee on the progress made towards achieving the implementation of the strategy.

 

3.         City Council request the City Manager to consult with the Aboriginal Affairs Committee on an appropriate "Vision Statement" for the Aboriginal Employment Strategy and authorize the City Manager to include the Vision Statement in the Strategy.

 

4.         City Council request the City Solicitor to review the legislation related to Aboriginal rights and report back as to any amendments to Federal or Provincial legislation which might be obtained to increase municipal authority in this area.

 

5.         City Council request the Director, Purchasing and Materials Management, to explore options for amending City procurement processes and policies to encourage and/or require Aboriginal hiring for City contracts, and report on progress made to the Aboriginal Affairs Committee.

Background Information (Committee)

(January 21, 2014) Report with Appendix A, from the City Manager on Aboriginal Employment Strategy
https://www.toronto.ca/legdocs/mmis/2014/ex/bgrd/backgroundfile-66236.pdf

Motions (City Council)

1a - Motion to Amend Item moved by Councillor Paul Ainslie (Carried)

That City Council amend Appendix A headed "Aboriginal Employment Strategy 2014-2018" by:

 

1.          adding a new section entitled "Definitions" as follows:

 

“Aboriginal peoples” is a collective name for the original peoples of North America and their descendants.  The Canadian constitution recognizes three groups of Aboriginal people: Indians (commonly referred to as First Nations), Métis and Inuit.  These are three distinct peoples with unique histories, languages, cultural practices and spiritual beliefs.  More than one million people in Canada self-identify as an Aboriginal person, according to the 2006 Census.  Aboriginal communities are located in urban, rural and remote locations across Canada.

 

They include:

- First Nations or Indian Bands, generally located on lands called reserves;

- Inuit communities located in Nunavut, Northwest Territories, Northern Quebec (Nunavik) and Labrador;

- Métis communities; and

- Communities of Aboriginal people (including Métis, Non-Status Indians, Inuit and First Nation individuals) in cities or towns which are not part of reserves or traditional territories (for example, the Aboriginal community in Winnipeg).

 

Inuit:                           Aboriginal people in Northern Canada living generally above the treeline in the Northwest Territories, Northern Quebec, and Labrador. Although the Inuit are not covered by the Indian Act, the federal government makes laws concerning the Inuit. The federal government has also entered into several major land claim settlements with the Inuit.

 

Métis:                          People of mixed First Nation and European ancestry who identify themselves as Métis, as distinct from First Nations people. The Métis have a unique culture that draws on their diverse ancestral origins, such as Scottish, French, Ojibway, and Cree.

 

First Nations:              A term used to define indigenous people of Canada’s Indian Act. According to the Indian Act, an Indian is a person who pursuant to the Act is registered as an Indian or is entitled to be registered as an Indian. This is a highly selective legal definition subject to historical events and legislation. The use of the term Indian has declined since the 1970’s, when the term First Nations came into common usage. There are three legal definitions that apply to Indians in Canada:

 

Non-Status Indians:    An Indian person who is not registered as an Indian under the Indian Act.

 

Status Indians:            A person who is registered as an Indian under the Indian Act. The act sets out the requirements for determining who is an Indian for the purposes of the Indian Act.

 

Treaty Indians:            A Status Indian who belongs to a First Nation that signed a treaty with the Crown.

 

2.          adding the following to Action 10:

 

a.         Hiring from within is a way to demonstrate the City of Toronto's commitment to our staff and their professional development.  Further, it provides an opportunity for staff to move laterally or to more senior positions.

 

b.         Encouraging current employees to communicate vacancies to their network of professionals to tap into your internal resources.  Our existing employees can play a large role in developing our organization’s reputation within Aboriginal communities.  Through strong internal communications, employees will be aware and supportive of the organization’s commitment to Aboriginal inclusion.

 

c.         Ensure the City of Toronto résumé pool is developed through both unsolicited résumés, as well as solicited résumés  from past employment opportunities.

 

d.         Establish Internships and co-op programs provide environmental professionals and students with an opportunity to gain valuable hands-on work experience.

 

3.          adding two new actions, 14 and 15 to the Education and Communication section:

 

14.       The City of Toronto should hire an Aboriginal Liaison Manager skilled at developing relationships.  The Aboriginal Liaison Manager is responsible for building relationships with Aboriginal community members, business groups, employment centres, and schools, with the intent of:

 

a.         becoming a contact point,

b.         identifying common interests,

c.         establishing common  ground,

d.         identifying potential employees and

e.         communicating employment opportunities the City of Toronto civil service.

 

15.       Advertise employment opportunities with local Aboriginal news outlets, to reach a wide Aboriginal audience and to access both urban and rural populations.  Posting advertisements in Aboriginal news outlets will increase the City of Toronto's profile within Aboriginal communities.


1b - Motion to Amend Item (Additional) moved by Councillor Paul Ainslie (Carried)

That City Council request the City Manager to consult with the Aboriginal Affairs Committee on an appropriate "Vision Statement" for the Aboriginal Employment Strategy and authorize the City Manager to include the Vision Statement in the Strategy.


1c - Motion to Amend Item (Additional) moved by Councillor Paul Ainslie (Carried)

That City Council direct the City Manager to include, as an Appendix to the Aboriginal Employment Strategy 2014- 2018, a detailed list of Aboriginal agencies and agencies serving Aboriginal populations and any associated websites including but not limited to:

 

Aboriginal Student Services http://aboriginallynx.ca

Aboriginal Human Resource Council www.aboriginalhr.ca/en/employers

Chart of funding options www.centralalberta.ab.ca

Indian and Northern Affairs Canada www.ainc-inac.gc.ca/emp/index-eng.asp

Government of Canada Aboriginal Canada Portal www.aboriginalcanada.gc.ca/acp/site.nsf/eng/ao31171.html

Aboriginal Skills and Employment Partnerships Program www.hrsdc.gc.ca/eng/employment/aboriginal_training/index.shtml

Canada Portal Job Seeker Job Board www.aboriginalcanada.gc.ca

Turtle Island Native Network www.turtleisland.org/news/news-jobs.htm

Mining Industry HR Portal for Aboriginal Communities www.aboriginalmining.ca/en/education

Recruiting resource company www.spiritstaffing.com/

Diversity Canada www.canadastop100.com/national

Canadian Human Rights Commission www.chrc-ccdp.ca/legislation_policies/aboriginal_employment-en.asp

Canadian Labour Congress www.canadianlabour.ca/human-rights-equality

Finding and Keeping Aboriginal Workers Handbook www.thebusinesslink.ca

Alberta government training program http://employment.alberta.ca/AWonline/ETS/4376.html

Aboriginal Link www.aboriginallink.com

Vote (Amend Item (Additional)) Feb-19-2014 6:19 PM

Result: Carried Majority Required - EX38.2 - Ainslie - motions 1a, 1b and 1c
Total members that voted Yes: 33 Members that voted Yes are Paul Ainslie, Maria Augimeri, Ana Bail„o, Michelle Berardinetti, Raymond Cho, Josh Colle, Gary Crawford, Janet Davis, Glenn De Baeremaeker, Mike Del Grande, Frank Di Giorgio, Sarah Doucette, John Filion, Paula Fletcher, Doug Ford, Rob Ford, Mark Grimes, Norman Kelly, Mike Layton, Chin Lee, Peter Leon, Josh Matlow, Pam McConnell, Mary-Margaret McMahon, Joe Mihevc, Peter Milczyn, Frances Nunziata (Chair), Cesar Palacio, John Parker, James Pasternak, Gord Perks, Anthony Perruzza, Kristyn Wong-Tam
Total members that voted No: 0 Members that voted No are
Total members that were Absent: 12 Members that were absent are Shelley Carroll, Vincent Crisanti, Mary Fragedakis, Gloria Lindsay Luby, Giorgio Mammoliti, Denzil Minnan-Wong, Ron Moeser, Jaye Robinson, David Shiner, Karen Stintz, Michael Thompson, Adam Vaughan

Motion to Adopt Item as Amended (Carried)

Vote (Adopt Item as Amended) Feb-19-2014 6:21 PM

Result: Carried Majority Required - EX38.2 - Adopt the item as amended
Total members that voted Yes: 33 Members that voted Yes are Paul Ainslie, Maria Augimeri, Ana Bail„o, Michelle Berardinetti, Raymond Cho, Josh Colle, Gary Crawford, Janet Davis, Glenn De Baeremaeker, Mike Del Grande, Frank Di Giorgio, Sarah Doucette, John Filion, Paula Fletcher, Doug Ford, Rob Ford, Mark Grimes, Norman Kelly, Mike Layton, Chin Lee, Peter Leon, Josh Matlow, Pam McConnell, Mary-Margaret McMahon, Joe Mihevc, Peter Milczyn, Frances Nunziata (Chair), Cesar Palacio, John Parker, James Pasternak, Gord Perks, Anthony Perruzza, Kristyn Wong-Tam
Total members that voted No: 0 Members that voted No are
Total members that were Absent: 12 Members that were absent are Shelley Carroll, Vincent Crisanti, Mary Fragedakis, Gloria Lindsay Luby, Giorgio Mammoliti, Denzil Minnan-Wong, Ron Moeser, Jaye Robinson, David Shiner, Karen Stintz, Michael Thompson, Adam Vaughan

EX38.2 - Aboriginal Employment Strategy

Decision Type:
ACTION
Status:
Amended
Wards:
All

Committee Recommendations

The Executive Committee recommends that:

 

1.         City Council adopt the Aboriginal Employment Strategy for the Toronto Public Service outlined in Appendix A to the report (January 21, 2014) from the City Manager.

 

2.         City Council direct the City Manager to implement the specific actions outlined in the Aboriginal Employment Strategy and to provide semi-annual updates to the Aboriginal Affairs Committee on the progress made towards achieving the implementation of the strategy.

 

3.         City Council request the City Solicitor to review the legislation related to Aboriginal rights and report back as to any amendments to Federal or Provincial legislation which might be obtained to increase municipal authority in this area.

 

4.         City Council request the Director, Purchasing and Materials Management, to explore options for amending City procurement processes and policies to encourage and/or require Aboriginal hiring for City contracts, and report on progress made to the Aboriginal Affairs Committee.

Origin

(January 21, 2014) Report from the City Manager

Summary

This report recommends an Aboriginal Employment Strategy for the City of Toronto, to ensure that the representation of Aboriginal people in the Toronto Public Service (TPS) reflects the representation of Aboriginal people in the population of the City of Toronto.

 

The development and implementation of the Aboriginal Employment Strategy responds to a Council approved motion and supports the City's on-going commitment to equity and diversity in general, and specifically its commitment to the Aboriginal community as articulated in the City of Toronto's Statement of Commitment to Toronto's Aboriginal Communities adopted in 2010.

Background Information

(January 21, 2014) Report with Appendix A, from the City Manager on Aboriginal Employment Strategy
https://www.toronto.ca/legdocs/mmis/2014/ex/bgrd/backgroundfile-66236.pdf

Speakers

Denise L. Davad, Miziwe Biik Aboriginal Employment and Training
Councillor Mike Layton
Councillor Glenn De Baeremaeker
Councillor Adam Vaughan

Motions

1 - Motion to Amend Item (Additional) moved by Councillor Giorgio Mammoliti (Carried)

That City Council request the City Solicitor to review the legislation related to Aboriginal rights and report back as to any amendments to Federal or Provincial legislation which might be obtained to increase municipal authority in this area.


2 - Motion to Amend Item (Additional) moved by Councillor Michael Thompson (Carried)

That City Council request the Director, Purchasing and Materials Management, to explore options for amending City procurement processes and policies to encourage and/or require Aboriginal hiring for City contracts, and report on progress made to the Aboriginal Affairs Committee.


3 - Motion to Adopt Item as Amended moved by Deputy Mayor Norman Kelly (Carried)
Source: Toronto City Clerk at www.toronto.ca/council