Aboriginal Private Sector Business Category September 25, 2014 - - PowerPoint PPT Presentation

Providing direction Aboriginal Private Sector Business Category September 25, 2014

Social Entrepreneurship

What is Social Entrepreneurship? Social entrepreneurship is the process of pursuing innovative solutions to social problems Characteristics of Social Entrepreneurs:

• Act as the change agents for society,
• Seizing opportunities others miss to improve systems,
• Invent new approaches, and create solutions to change society for the

better.

• Develops innovative solutions to social problems and then implements them
• n a large scale.

Capitalism 2.0: Bill Gates suggested recently that corporations should sacrifice profits to the public welfare, practicing what he called “creative capitalism,”

Food for Thought

Defining poverty by how many dollars a person earns per day is demeaning and poor way of stating a problem. Poverty is no so much dollars per day but the exclusion from networks and productivity and exchange Pope John Paul II In post industrial world, wealth of nations is not

• nly amount of natural resources it has in the

ground but also in the human mind and in human creativity

• G. Wiegel, Scholar

Current models have problems solved by

• thers rather than person directly affected.

This approach often removes their dignity and control over their own destiny Andreas Widmer

About Us David Acco: Métis-Cree, Cumberland House

Business Analyst and Project Manager BA - Creative Writing and Adult Ed., Master Certificate Marketing, Master Diploma Ecommerce, Master Certificate Business Analysis, and MBA International Business

Julie Lepage: Nipissing First Nations

Labor Relations Counselor LLB, LLC Labor Law and Aboriginal Law, Called Upper Canada Law Society, 2004

Inspiration and Creativity

The Royal Commission on Aboriginal Peoples (RCAP) issued its final report in November 1996 “Biggest Hindrance to Aboriginal Youth is the lack of training and opportunity” 2006 - We decided to address that problem by creating a business called “Acosys”

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Acosys Consulting Service Company Overview

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Our Mission

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To provide both private sector and government with professional, timely, and value based consulting services in Technology Integration, Human Resources and Aboriginal Policy Development, while increasing the participation of Aboriginal business and professionals (technical and management) through effective Aboriginal Talent Management

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Our vision and goals

• Our vision as Social Entrepreneurs

– To build a just society for all Aboriginal people on and off reserve

• Education and professional development to build capacity to manage our own destiny
• Employment participation and sustainability
• Focus on women who are the 1st role models and mentors of our children

– To build capacity and economic development that are building blocks towards community sustainability.

• Our goals is to be a leading Aboriginal Management

Consulting company

– Be leaders in technology integration and human resources change management – Be leaders in Aboriginal participation and sustainability best practices – Be industry incubator for Aboriginal talent – Be supportive to:

• CAMSC: Canadian Aboriginal and Minorities Supplier Council
• CCAB: Canadian Council for Aboriginal Business
• PSAB: Procurement Strategy for Aboriginal Business from the Federal Government

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IT Consulting Services

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Services – Competency Centers Contract Labour– SA/SO

Information and Technology Integration

Consultants

(IT, HR and Aboriginal Policy)

BA CC

(Business Analysis)

CM CC

(Change Management)

PCO CC

(Project Control Office)

PM CC

(Project Management)

System Development and Technology Integration

(Design, programming, testing etc.)

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Aboriginal Talent Management

Consulting Services

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Process Improvement Recruitment

Human Resources Consulting and Aboriginal Talent Management

Labour and Employment Law

On demand Recruitment of Aboriginal Talent Full cycle Recruitment and retention process Organizational Development & Succession Plng Employee Manual and Policy Development Employee Engagement and Professional Development Federal/Provincial /Territorial Laws

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Consulting Services

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Aboriginal Policies Development

Aboriginal Development Corporation and Government Strategies

Recruitment strategies for Aboriginal and

• ther minorities

Personal Growth Employability Economic Development

(how to start your own business)

Supply Chain strategies to reach

• ut to Aboriginal

Business Qualitative research on different Aboriginal Aspect

Clients

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Social Entrepreneurial Commitments

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Aboriginal Opportunity Development Aboriginal Internship Program

Increase education and employability for Aboriginal Talent Skills Development With

We provide to women with family

• bligations a chance to:
• Skills development courses to build and

manage their businesses

• Participate in an international women’s

business network to bring international products to North America

Microsoft and Accenture provides :

• Software tools, expertise and training to

help the women manage their business

Acosys’ commitment is to work with our customers and NAOs to help them meet their CSR, employment equity and program targets in meaningful and cost effective ways that are measurably beneficial to the Aboriginal individual and community

Reinvesting in the individual and the Community Working with customers and NGOs to serve the Aboriginal community

Where are Today

• 12 Employees (7 being Aboriginal)
• $500K plus Revenue
• Focus on Revenue to support our

mission

• Building partnership with

customers

• Stay the course with AIP and Social

Entrepreneurial Commitments

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The Aboriginal Internship Program

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AIP Goals and Rationale, Cont’d

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Client Partner Career Accelerator Aboriginal Intern Funding Organization Education Partner Aboriginal Internship or Career Bridging Program

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Overview

• After selection and interviewing, the Interns work for you for a period of 52

weeks, matched with our senior consultants as coaches. During or after this period the client and Acosys have several avenues for extending the contract if they wish.

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The Acosys AIP: AIP Process

• Acosys provides for every two or three Consultant/Mentors on project

(depending on the price point), we place one Intern, free of charge, to maintain an Aboriginal component, which is the core of the AIP and our business mission.

• Acosys uses existing Standing Offer And Supplier Arrangements

(SO/SA) or Master Supplier Agreements (MSA) and works with the Health Canada’s IT group and HR departments to facilitate the placement and integration into Health Canada’s workforce.

• Our program is distinct from most existing Aboriginal skills

development programs in that, while they provide for entry-level and trade internships, with wage and training subsidies, ours caters to budding private sector professionals (technologist and management),

• ffering on-the-job experience and coaching.
• Our customer and partners do not change the way they do business

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The Acosys AIP: Creating Opportunity through Partnerships 19 Tous droits réservés, ne pas reproduire pour distribution

Corporate Social Responsibility (CSR), Aboriginal Spend Aboriginal Employment Equity

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Past Successes – AIP Engagement

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Winnipeg Montreal Ottawa Toronto

4 1 4 1 1 1 1 1

Worked on client projects Resulted in client hires

3 1 1

AIP Highlights

• Stephanie interned at Acosys in 2009 as a junior Business Analyst. She is

now full time RBC as Intermediate Business Analyst.

• RBC engage 3 interns in a 9 month Internship Program and May 2010 they

were moved to FTE and are recruiting for the bank through the Royal Eagles program.

• Accenture has been intern partner since 2010 and have hired Joni, Jon,

Chris, closing income gap and creating sustainable employment

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Why Focus on developing professionals?

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Holistic Inclusion Productivity and Exchange Network

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Answer: Participation networks and productivity and exchange with creative solutions

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Why do Business with Acosys?

• You will meet your resources and

project needs

• You will increase your direct

Aboriginal spend

• We will provide higher a CSR

value through a business relationship

• You can leverage our proven

internship model to increase Aboriginals talent in your workforce

• We want to be a partner more than

a just vendor

• We are out of the box thinkers and

we always working for you

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We do all that while it’s business usual for you

Inspiring Success

https://www.youtube.com/watch?v=eakKfY5aHmY

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Additional Thoughts

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Challenges for Aboriginal Professionals

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Challenges, Barriers and Obstacles

• In 2009, Aboriginal unemployment sat at 14.8%, about double the national

rate.

• In 2006, the median income for Aboriginal peoples was $18,962 — 30%

lower than the $27,097 median income for the rest of Canadians.

• According to the Employment Equity Act Review (EEAR) of 2001,

Aboriginals are represented in the workforce at rates well below their availability, proportional to other groups.

• Whatever the reasons – historical, geographical, educational – Aboriginals

suffer disadvantages in the labour market, compared to the mainstream.

• The costs of this under-employment of Aboriginal talent are not just

individual, but affect the entire society, as any waste of human resources does inevitably.

• Internship programs like this one benefit the interns, their communities, and

ultimately the whole marketplace.

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Challenges, Barriers and Obstacles

• On top of this, a disproportionate number of

university-educated Aboriginals seek and find employment in the public sector, rather than the professional private sector.

• The EEAR demonstrated that Aboriginals

are represented in the federal public service at almost 200% of their proportional labour market availability.

• With a growing Aboriginal population,

especially in cities, it is increasingly important to encourage public sector workers and new graduates to move into the private sector.

• This AIP provides a vehicle to get them on

their way.

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What are Aboriginal people in university studying?

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Note: Table courtesy of TD Bank 15+ years age group is used

Program Approaches

• Work integration and education programs are designed for building up

Aboriginal self-sufficiency and inclusion, and we agree that economic development and greater employment are an important part of this.

• Programs are on a macro level, through policies such as PSAB, on a micro

level through partnership with NAOs, and also through various non- professional internships or work integration programs. We want to help the HRSDC extend its solutions into the professional private sector, on the micro level.

• Existing training programs typically involve various forms of course training,
• n-the-job training, work experience, life skills training, job search

assistance, resume preparation, transportation aid, and interview skills. In

• ther words, they are short term interventions. We want to do long term

intervention that lead to building talent visibility with our customer that lead to full-time position with our customers.

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Current Program Gaps

• Many programs show success within a six-month window, but clients often

return to income assistance after a year. Longer term follow-up would properly reveal which programs help clients become truly economically self- sufficient.

• Most employment and training programs have three main weaknesses,

particularly when applied to Aboriginals:

1. These programs do not provide the sequential learning, nor the essential reading and writing skills derived from years of schooling. 2. Limited skills training qualifies the participant for a specific job, but does not support the "jump" to a higher level occupation that offers better pay and security. 3. As a result, participants often cannot increase their wage earnings enough to remove the incentive to stay on social assistance. In most jurisdictions, income assistance programs compensate clients significantly more than low wage employment obtained with weak skills.

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Private Sector Needs and Challenges

• The private sector, awoken to the benefits of diverse employment,

wants actively to recruit Aboriginal talent.

• However, recruitment and retention have posed constant

challenges.

• Part of the solution is to build new talent, fresh from a post-

secondary education. Another part is to build career bridges for Aboriginal professionals transitioning from the public to the private sector, a move which can prove more difficult than it sounds since there is gap between private and public sector experience.

• The professional private sector also requires more flexible wage

subsidies than are currently available.

• The solution to these challenges can and should be implemented

in the private sector, with the cooperation of willing private companies, National Aboriginal Organizations (NAOs) and the government.

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Government of Canada Goal and Objectives for Aboriginal Inclusion

Federal Government Priorities

Federal Government’s Priorities for Aboriginal People:

• Education: Improving educational outcomes of Aboriginal learners
• Reconciliation, Governance and Self–Government: Healing past injustices and

strengthening Canada's relationship with Aboriginal People

• Economic Development: Improving economic well–being, prosperity and self–reliance

The new Federal Framework for Aboriginal Economic Development will be consistent with Advantage Canada by:

• focusing government so that roles and responsibilities are aligned to maximize

economic outcomes for Aboriginal Canadians;

• supporting skills and training that will create new opportunities and choices for

Aboriginal peoples;

• leveraging investment and promoting partnerships with the private sector to produce

sustainable growth for Aboriginal peoples; and

• acting to free businesses to grow and succeed by removing barriers to Aboriginal

entrepreneurship and leveraging access to commercial capital House of Commons: Standing Committee on Finance:

• How to achieve a sustained economic recovery in Canada?
• How to create quality sustainable jobs?

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Canada Economic Action Plan

Responsible Resource Development

Responsible Resource Development is the Government of Canada’s plan to create jobs, growth, and long-term prosperity for all Canadians by streamlining the review process for major resource projects.

Support for Workers and the Unemployed

The Government of Canada offers programs and initiatives supporting workers and the

• unemployed. Some of these include the Wage Earner Protection Program, the Hiring

Credit for Small Business, and the Helmets to Hardhats program.

Shipbuilding

The National Shipbuilding Procurement Strategy (NSPS) will create jobs and generate significant economic benefits in shipbuilding and related industries across Canada

Building Canada's North

The Government of Canada has made the North a top priority, with a clear vision for the North as a healthy, prosperous region within a strong and sovereign Canada. Learn more about EAP initiatives supporting jobs, growth and long-term prosperity in Canada's North.

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Whole of Government Approach

All department need to focus on Government of Canada priorities: 1. Keep economy moving forward 2. Creating jobs 3. Skills and Training 4. Environment (natural and socio-economic) Also to be considered are: 1. Urban aboriginal inclusion 2. Shifting sands of recent ruling (i.e. Daniels, Red River Land Claim, etc.)

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Alignment of Government Goals

HRSDC

• Building Aboriginal Human Resources Capacity
• Creating more opportunities for better skills building
• Creating more employment

AANDC

• Improving Aboriginal well-being and quality of life of Aboriginal people
• Focus economic development
• Providing more contract opportunities in both Public and Private Sector

PWGSC

• Aboriginal Vendor Inclusion
• Set-Aside
• Aboriginal Benefits Requirements

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Sustainable Procurement

Procurement is called sustainable when it integrates requirements, specifications and criteria that are compatible and in favor of the protection of the environment, of social progress and in support of economic development, namely by seeking resource efficiency, improving the quality of products and services and ultimately optimizing costs. Through sustainable procurement, organizations use their own buying power to give a signal to the market in favor of sustainability and base their choice of goods and services

• n:

 economic considerations: best value for money, price, quality, availability, functionality;  environmental aspects, i.e. green procurement: the impacts on the environment that the product and/or service has over its whole life-cycle, from cradle to grave; and  social aspects: effects of purchasing decisions on issues such as poverty eradication, international equity in the distribution of resources, labor conditions, human rights.

Visit us at: www.acosysconsulting.com

David Acco President Acosys Consulting Services Inc. 100 Alexis-Nihon Blvd, Suite 591 St-Laurent, QC H4M 2P1 Phone: 514-744-9433 extension: 112 Fax: 514-744-6768 Cell phone: 514-434-9433 email: dacco@acosysconsulting.com

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9/23/13

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Penny for your thoughts?