The Yukon government has identified barriers preventing Indigenous individuals from pursuing careers in the territorial government, according to a public engagement report published on Oct. 3.
The report highlights a misalignment between cultural values and the institution's values as the main contributing barrier, with bureaucratic recruitment processes being an additional factor.
The territorial government is working toward improving employment opportunities for Indigenous individuals within the Yukon government by creating a culturally safe and supportive working environment, as highlighted in an operational plan published on Oct. 3.
The Yukon government’s Breaking Trail Together operational plan is a three-year strategy to create an inclusive public service, focusing on cultural safety, barrier-free recruitment and Indigenous training, as per the plan.
Melissa Atkinson, Tr’ondëk Hwëch’in's adult learning and employment manager, spoke to the News about what changes could be made to create a more culturally sensitive environment.
“Talking about yourself and being competitive goes against First Nation values, so the current hiring process is very challenging. Finding innovative ways is key and should involve asking elders how they would do it,” Atkinson said.
The operational plan outlines the Yukon government’s stated commitment toward building an inclusive public service, calling for several keystone actions to be undertaken under different headings and timeframes.
The plan aims to address barriers Indigenous people face when applying for Yukon government jobs. An example of a keystone action is to work with departmental human resource branches and Yukon First Nation governments.
Atkinson shared that Tr’ondëk Hwëch’in citizens had faced discouragement and frustration throughout the recruitment process with the Yukon government. She said the Yukon government needs to take steps to promote a sincere understanding of First Nations culture.
“Navigating a purely online recruitment and onboarding system is challenging for many people, especially in communities,” Atkinson said.
To create barrier-free employment opportunities, the plan states that the Yukon government will design and launch targeted marketing campaigns and promote the recruitment and retention of Indigenous individuals who want to work or live in Yukon communities.
Yukon government policies and procedures should be reviewed to consider First Nations perspectives, Atkinson said. Taking initiative or standing out has historically resulted in punishment for Indigenous people, she added.
The operational plan aims to create culturally safe workspaces by increasing the representation of Yukon First Nations and Indigenous peoples in the Yukon government, making public service more representative.
The government’s keystone actions under this heading are built around developing an anti-racism strategy and training on cultural safety and unconscious bias, according to the report. The report states these strategies could potentially ensure inclusive hiring practices.
Indigenous respondents to the engagement survey shared that their work units feel isolated and are often assigned tasks related to perceived Indigenous issues. Consequently, they expressed feelings of marginalization within the institution.
“Values need to be realized and modelled in all work being done and in how people work together,” Atkinson said.
The engagement report revealed a shortage of development opportunities in the territory, especially within communities.
The Yukon government consulted with the private sector to understand Indigenous recruitment and retention strategies that may potentially work in a public sector environment.
In the report, Michael Lickers, Suncor Corporation’s senior advisor for Aboriginal community development, emphasized that integrating Western literacy and numeracy expectations with Indigenous experiential learning can enhance success for both employer and employee.
Chapter 22 of the Yukon government’s final agreement outlines a commitment to assisting in the training and development of Yukon Indigenous Peoples to increase their access to public service employment opportunities.
The Yukon government outlined key actions in its operational plan to invest in Indigenous training and professional development. Over the next two years, Yukon First Nations government employees will gain access to internal Yukon government competitions, including temporary assignments.
Additionally, the Yukon government has set out to manage and administer the Indigenous Recruitment and Development Program fund over the next three years, offering job training and advancement opportunities for Indigenous employees across all departments.
The Yukon government and Yukon First Nations governments partnered to design and implement the three-year operational plan to increase and retain Indigenous employees, according to the report.
Tr’ondëk Hwëch’in, Ta’an Kwäch’än Council, Kwanlin Dün First Nation, Champagne and Aishihik First Nation, Kluane First Nation and the First Nation of Na-Cho Nyäk Dun are listed as project partners.
Contact Jake Howarth at jake.howarth@yukon-news.com