Kistithitamowin: Respecting Community, Respecting Development
Gary Merasty
Vice President, CSR
Cameco Corporation
February 12, 2013
Overview
- Context Setting
- Strategies / Illustrations
- Going Forward Together
Building RelationshipsPine Channel Retreat, July 2012
Context: Indigenous Communities
• Power of History
• Recognize Stories
• Recognize Rights
• Recognize Success
• Recognize Challenges
• Recognize Commitment
• Relationship Building
Context: Indigenous Communities
• LARGE AREA
• SMALL POPULATION
GEOGRAPHIC
• FN: 50% UNDER 22
• SK: 50% OVER 45
DEMOGRAPHIC
• FN / METIS
• FED / PROV
• GOV’T DEPT’S / NGO’S
JURISDICTION
Public Policy Challenge:- Not the Cause of Socio-Economic Strife but;- Impedes Action and Progress- Needs to be Understood to be Overcome
Context: Indigenous Communities
Poverty Cycle
Poverty
Education Levels
Health Indicators
Incarceration
Apprehensions
Breaking Free
●Important;
– Can be easy to dismiss efforts by Aboriginal Community
– Should Understand Challenge
– Keep Open Mind / Expect Setbacks
– Industry not expected to be the only solution but;
“can certainly be a part of the solution”
How you “frame” your involvement
Not to Confuse
Culture of Poverty
with the Culture of
the People
Compelled
Business FocusRight Thing To
Do!
Motivation
Cameco’s
Workforce Development
Business Development
Community Engagement
Community
Investment
Environmental
Stewardship
strategy
five-pillar
COUNTRY PLATFORM
Northern Saskatchewan- 40,000 population
- 50% under 20 yrs 60% w/o Grade 12
- 40+ communities
- First Nation reserves / Municipalities / Metis Locals
- FN / Metis majority
- Remote / Fly in
- Food Basket Costs High
- Minimal Road Access
- Housing Crisis
- Avg. 2 bdrm = 6 people
- Other Employers
- Mining/ Education & Health Systems / Forestry / Trapping & Fishing / Public Services
- Strong Language Area
- Cree / Dene
5 Pillar Framework: Community Application
Environmental
Stewardship
Environmental Stewardship
Workforce Development
Business
Development
Community InvestmentCommunity Engagement &
Government Relations
Red Line: Community A
Blue Line: Community B
Green Line: Community C
Northern Career Quest 2Cameco Corporation
January, 2013
Achievements
● Canada’s Largest Industrial Employer of Aboriginal People
● First Nation / Metis Employment
– 51% of Employees at Mine sites / $60 M annual salaries
– 34%+ of Trades positions RSN’s / 100% apprentice First Nation / Metis / Northerners
– Northern Career Quest 1 & 2 $50 M and 2000 new careers
– Legacy of Training / Career Exp / Mobility
● First Nation / Metis Business Development
– 70% of all Services at Minesites / $2 Billion since 2004
– Entrepreneurship Driving Social Change
● Community Engagement (building and sustaining trust)
– Comm. Visits / Northern Leaders Roundtable / Project Specific Engagement / Use of Animation / In Language (Dene / Cree) / Community Vitality Monitoring…
● Competitive Advantage:
Loyalty of Employees
Procurement Availability
Future Goals:Still a lot of work to do! ● Employment & Training
– 40,000 population
Less 50% under age of 20 = 20,000
Less 50% w/o Gr. 12 = 10,000
Less 9,000 already working = 1,000 w/ Gr. 12
– CCO maxed Entry Level / Need is Skilled Positions
– Need to mobilize to target groups
A) 1000 with Grade 12 into higher level training
B) 10,000 without Gr. 12 back to school and higher level training
● Business Development
– Focus on Sustainability
– Introduction to other Opportunities
– Diversification
Future Goals● Responsible and Accountable Growth Plan
– Employment Growth & Building Skilled Capacity:
Focus on skills training and professional development
Replacing Aging Baby Boomers in Skilled positions
Skills Database on a community by community basis
– Northern Business Development:
Building Sustainable northern owned Enterprises
Creating Wealth in the North
– Enhance Community Engagement, Trust & Support
Collaboration Agreements
Communication Principles
Developing authentic partnerships – this is the only way forward
Expanding Five-Pillar ModelSigning of Pinehouse Collaboration Agreement
December, 2012
Concluding Thoughts
- Power of History- Important to hear the dreams
and aspirations of the people, to hear of struggles, the rights, the achievements… .
- Power of Understanding- Important to understand the
context of the past, present and future
- Power of a Joint Strategy- Critical for success
- Everyone has a stake
- Joint responsibility
- Power of a Commitment- Power through the tough
times, through thick and thin, demonstrated commitment
- Celebrate Success
- Keep Working!
Slide 18 Presentation Name
Questions?
Strategic Actions & Considerations● Early & Ongoing Engagement
– Identify Community Driven Processes & Programs that support Education / Training / LaborForce
● Develop Joint Plan– Builds Trust / Establishes Relationships / Gain Understanding
● Leverage Government Programs– P3 Approach / Favorable to Government / Outcomes Based
● Line of Sight from Training to Career / Job– Retention / Commitment / Higher Success Rate
● Group Hire– Mutual Support / Signal of Commitment / Important when Starting
● Cultural Supports– Elders Program / EFAP / Work Schedule
● Internal Training Opportunities– Progression / Retention / Loyalty / Baby Boomer Replacements
Cameco Illustrations● External Partnerships (Communities, Fed & Prov Gov’ts, Industry, Training Institutions)
– Northern Mineral Sector Steering Committee (Northern Wide Group)
Northern Labour Market Committee >Multi Party Training Plan IV
– Northern Career Quest (Community Driven)
$32.3M to $37.7M / Target Hire – 750: Actual 1412
– Community Vitality Monitoring Program (Northern Wide Group)
Community Wellness / Impacts / Guidance
– Athabasca Basin Impact Management Agreement (7 Communities)
Targeted Training / Workforce Development Initiatives
– Scholarships / Mine Tours / Career Fairs / etc… (Multiple Stakeholders)
Cameco Illustrations
● Internal Initiatives (Informed by Community & other Partners)
– Workplace Education Upgrading / Tutoring / Other Training
– Apprenticeship Program Targeted Trades based on demand / Work with Union at unionized sites
– Career Transition Program Professional Training: Engineering, Commerce, etc… .
– Cameco Specific Specialized Positions Radiation Specialists / Raise bore and Mill Operators
– Northern Preferred Supplier Program Contractor Strategy for Employment
– Elders Program
– Week in Week Out Schedule
– Satellite Offices
RSN Percentage by Job Type - Dec 31/11
Proce
ss/M
ills O
pera
tors
Clerica
l
Site S
ervic
es
War
ehou
se
Mine O
pera
tions
Radiat
ion
Enviro
nmen
t
Traini
ng
Admini
strati
on
Trade
s
Mine E
ngine
ering
Geolog
y
Mine S
uper
vision
Quality
Metallu
rgy/L
ab
Plannin
g
Mainten
ance
Eng
ineer
ing
Safety
Projec
ts
Power
hous
e0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Job Type
Gr. 12 + Gr. 12 + Specialized or College or Uni-versity Training
Trades &
Apprentices @
33%
