A Recipe for Increased Workforce Inclusion
Community readiness for project integration is a critical issue in many respects – whether preparing for an influx of people and quelling challenges created such as housing affordability, childcare, traffic or even noise. Or more positively, getting prepared for opportunities that are part of the suite of benefits coming directly to community members because of a project being ‘next door’. It is common to see project proponents set a target of inclusion in the name of local participation – some as high as 80%. One of the major challenges is that community members aren’t always equipped with the necessary skills to undertake certain project roles. Just like a recipe, there are ingredients that project proponents can use to ensure local, Indigenous, and vulnerable community members are ready for upcoming opportunities at the project site (just as businesses prepare for contracts and procurement opportunities).
Here are a few ideas to bridge the gap and increase local employment from the onset:
Pre-employment support is the first step: Co-develop a local skills inventory with municipalities, economic development officers, or community liaisons to understand community interests in potential roles, current skills, and gaps that exist. With this information, the project proponent and community representatives can better co-match these criteria to upcoming roles and close gaps with individualized training plans to increase employability. Closing these gaps can be done with the support of local organizations (see #3 below). As an aside, this information is also valuable when setting inclusion targets that are fact-based and later quantifiable. These local targets are often integrated into community agreements.
Examine your corporate culture for inclusion (and the ability to retain): Recruitment is one piece of the puzzle, but most of the important (often forgotten) piece is to create a culture that retains employees. There are several ways to support a more inclusive culture, which include: employee support groups for vulnerable employees, mandatory cultural awareness training for all employees, employee advisory groups, grievance mechanisms, an openness to organize, and mentorship programs, to name a few.
Partnership collaborations can multiply your effect: You can’t do it all – and that’s why it’s worthwhile to partner with organizations that specialize in training, education, and government funding to support upskilling the workforce. There are several government-funded programs in Canada that are intended to support local and Indigenous transitions, organize job fairs, and fund continuing education. Teaming with these organizations to formally develop upskilling programs unique to the project site is a win-win!
Developing social impact programs that meet community needs: Outcomes from your pre-employment homework will give some indication to the formal social impact programs that will have the greatest return on investment for the project proponent and for interested community members (programs that better suit their needs). These can include preferred hiring, apprenticeship and internship programs, workplace readiness, among others. Remember, hiring local resources can be more cost effective and stable – a win for the bottom line and the community.
Enhancing community employability contributes to the overall success and sustainability of a project, creating a mutually beneficial relationship for community members and project proponents.
Let’s start with the right ingredients and bake a cake that both parties can enjoy.