Aboriginal cultural awareness training for mine employees: Good intentions, complicated outcomes

Parmenter, Joni; Trigger, David

doi:10.1016/j.exis.2017.12.005

Cited by 13 publications

(11 citation statements)

References 29 publications

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“…Results from the present study show that implementing practices such as cultural training and awareness -rais ing among all employees and business leaders (organizational fac tor) is an effective way to break down myths and prejudices against Indigenous people (work group factors). Other researchers have suggested that these types of training have positive impacts on the work climate (Caron et al 2019;Parmenter and Trigger 2018) and reduce discrimination within the labour market (Braden 2011;Duhaime 1991), whereas ignorance and lack of respect of Indigenous cultures are counterproductive (Bruce and Marlin 2012;Julien and Brant 2017, p. 173;Mills 2011).…”

Section: Discussionmentioning

confidence: 99%

“…However, cultural training appears to give mixed results. On the one hand, it can be counterproductive and diffic ult to achieve in a politized postsettler context (Parmenter and Trigger 2018). On the other hand, cultural training has been proven to improve the work climate and build knowledge, relationships, and trust between Indigenous and non-Indigenous workers (Mining Industry Human Resources Council (MiHR) 2012; Parmenter and Trigger 2018; Perkons and Brown 2010).…”

Section: Introductionmentioning

confidence: 99%

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Untapped potential? Attitudes and behaviours of forestry employers toward the Indigenous workforce in Quebec, Canada

et al. 2020

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The skilled labour shortage in the natural resource sector is a major issue in North America, particularly in the Canadian forestry sector. In the province of Quebec alone, 15 000 positions will need to be filled by 2022. At the same time, many Indigenous communities are seeking to develop employment opportunities, as they have high unemployment rates and a young and growing population. But are forestry employers creating an environment conducive to the recruitment, integration, and retention of an Indigenous workforce? We interviewed 22 directors and human resource managers from 19 forestry businesses (16 non-Indigenous and 3 Indigenous) in Quebec, with a view to answering this question. Employer narratives suggest that they have only just begun to see the potential of the Indigenous workforce and put in place diversity management practices. Partnerships between Indigenous communities and forestry businesses, development of alternative training and skill development methods, and awareness-raising among employees and employers were found to favour recruitment, integration, and retention of Indigenous workers. Conversely, according to participants, stereotypes, discrimination, lack of inclusion measures, drug and alcohol use, and lack of training reduce the potential for Indigenous people to join the forestry workforce.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Untapped potential? Attitudes and behaviours of forestry employers toward the Indigenous workforce in Quebec, Canada

et al. 2020

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“…Locally negotiated agreement (see Gibson & O'Fairchaellaigh, 2015) Negotiating the agreement was an empowering process Indigenous parties had access to appropriate expertise in negotiations Employment quotas are one of many benefits provided Effective regional governance (Everingham, Barnes, & Brereton, 2013;Gibson Macdonald et al, 2014) Forms of political autonomy may include regional sovereignty, treaty rights, or land rights conferring FPIC as a safeguard Strong Indigenous representative bodies Respectful relationships (see Gibson Macdonald et al, 2014;Parmenter & Trigger, 2018, Lasley, 2019 Effective cross-cultural training for non-Indigenous staff Indigenous staff feel welcome on site, for example, signage in Indigenous language Indigenous staff are proud to work for the company…”

Section: Potentially Enabling Requirementsmentioning

confidence: 99%

From pay‐out to participation: Indigenous mining employment as local development?

Holcombe

Kemp

2020

Sustainable Development

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Unprecedented numbers of Indigenous peoples in Canada and Australia are working in the mining industry. This study explores the proposition that Indigenous mining employment is a form of local development for these peoples. We establish links between the literatures on Indigenous work in the mining industry with development theory. For employment to be considered a form of local development we maintain that it must be understood through the framework of self-determination, as this applies within a colonial context. A range of potentially enabling requirements is identified, including effective regional governance, career progression, gender equity and equality, and free prior and informed consent. We argue that, where such conditions are not in place, Indigenous peoples in settler states, such as Australia and Canada, risk swapping one kind of dependency for another: the welfare state for the mining economy. It is important that future research test the legitimacy of these conditions, while exploring alternative value propositions when mining companies seek to negotiate access to Indigenous peoples land and resources.

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“…6 However, there has been relatively little research focused on how cultural safety education in the Northern Territory is designed, delivered and its pedagogical focus or its efficacy. 7 The limited work has focused on 'participant satisfaction' (eg in new staff to Darwin hospital) and found that participants wanted more cultural education. 8 However, no follow-up was conducted to assess impact on health care delivery or outcomes.…”

Section: We Need To Value Aboriginal and Torres Strait Islander Cultumentioning

confidence: 99%

We need to value Aboriginal and Torres Strait Islander cultural education in the Northern Territory health services

Rissel

Ryder

Wilson

et al. 2020

Australian J Rural Health

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Aboriginal cultural awareness training for mine employees: Good intentions, complicated outcomes

Cited by 13 publications

References 29 publications

Untapped potential? Attitudes and behaviours of forestry employers toward the Indigenous workforce in Quebec, Canada

Untapped potential? Attitudes and behaviours of forestry employers toward the Indigenous workforce in Quebec, Canada

From pay‐out to participation: Indigenous mining employment as local development?

We need to value Aboriginal and Torres Strait Islander cultural education in the Northern Territory health services

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