As a general comment on trying to get greater participation from the aboriginal perspective, I would say that one of the challenges is the skill level needed. It's considerably more challenging to skill it to the level we need for the types of jobs we have. It also presents some challenges inside our organization. Most individuals would underestimate the effort it requires, quite frankly. Every organization, every industry, needs to consider just what it takes to get that labour force actively engaged and ready for employment in our sectors.

4:30 p.m.

Conservative

The Chair Conservative Ed Komarnicki

Thank you, Mr. Shory.

I think Madame Perreault has a question or two. You can go ahead.

4:30 p.m.

NDP

Manon Perreault NDP Montcalm, QC

Thank you. I will be quick.

I understand perfectly well that the quicker a mine is in operation, the better it is for provincial and federal governments. I would just like to go back to a more human aspect, because, if I am not mistaken, you have a number of positions to fill.

You were talking just now about 15,000 jobs over the next 10 years. I wonder if we can compare that with open-pit mines in Quebec. Those are very physically demanding jobs. So in order to recruit people to work in those careers in the mines, knowing that the jobs are very physical and very demanding, have you thought of incentives, or anything specific along those lines?

4:30 p.m.

General Manager, Human Resources Processes, Vale Canada Limited

Wayne Scott

I'm not sure about an incentive perspective. I know we make significant investments from a scholarship perspective, as an example, to entice school-aged children to choose fields in the mining sector.

As Ryan indicated earlier as well, we heavily invest in specific programs in the classroom that are developed by us, both in the Voisey's Bay and the Thompson environments. They are specifically dedicated to trying to debunk some of the myths around, in our case, the mining sector. It's not the sexiest of professions in the eyes of most school-aged kids.

Even with skilled trades, for a long time those trades were viewed as the lower tier. They were not professions you wanted to be in. It's quite a different circumstance today.

We've invested quite heavily in designing our own programs right in the schools, and we have even targeted scholarships to entice people to choose those professions, be they mining engineers, skilled trades, or geologists.

4:30 p.m.

Conservative

The Chair Conservative Ed Komarnicki

Thank you.

Are there any comments from Saskatoon?

4:30 p.m.

Member, Saskatchewan Mining Association

Gary Merasty

Certainly at the current time, virtually every single entry-level position in our company is held by northern aboriginal people. Our growth opportunities are in the skilled area of trades and other professional training.

Related to the questions on the physically demanding side and the opportunities and incentives, we began to provide internal training and scholarship opportunities years ago. We had a few employees who came to us with grade 12, and through our internal training programs and funding we paid for them to get an undergraduate degree. We've ended up with a couple of engineers who are northern aboriginal people. When they do get employment with us, the opportunity for further training and to move up is significant.

Understanding the time constraints, if I could add one thing, one of the things that I think Canadians, people in Saskatchewan and corporations...is to look closely, because I think we end up confusing the culture of poverty with the culture of the people. The desire to work and the talent and the skill in these communities is outstanding. But sometimes what we're confronted with and what we see is that culture of poverty.

That culture of poverty may be in that community, but we have to understand that we can see that in the inner cities of Vancouver, Montreal, Toronto, Los Angeles, Chicago, Haiti, and so on. Certainly there are challenges there, but once we tap into that community's workforce, the talent, skill level, loyalty, and commitment to working is unbelievable.

4:35 p.m.

Conservative

The Chair Conservative Ed Komarnicki

Thank you, Mr. Merasty.

Ms. Leitch, do you have a question?

4:35 p.m.

Conservative

Kellie Leitch Conservative Simcoe—Grey, ON

I have one quick question.

For obvious reasons there is a significant focal point on aboriginal Canadians. I grew up in a northern community, in Fort McMurray, and I saw the challenges that all young people have, not just aboriginal Canadians.

I want to get your comments on that. I want to make sure we take into account that every young Canadian may need some help in acquiring these skills. I want to get your thoughts with regard to that and what programs you might be providing to every young Canadian you're in touch with.

4:35 p.m.

Conservative

The Chair Conservative Ed Komarnicki

Could we have a fairly brief response?

Go ahead, Mr. Stewart.

4:35 p.m.

Director, Policy and Research, Canadian Nuclear Association

John Stewart

Sure. I'll quickly mention the things we've touched on before. Before we allocate resources, let's explore what motivates people to show up on September 5 and stay there for longer than October.

Let's look at what they are hoping to get out of this experience. What do they perceive in terms of industrial employment, and what's their attitude toward that? Have they ever actually stepped inside a plant? Do they have an opportunity to do that in their high school years, and do they meet people and see them as a group they could become like?

Show them the opportunity, and maybe give them a chance to earn a tiny bit of money. Let them have a taste of it.

4:35 p.m.

Conservative

The Chair Conservative Ed Komarnicki

Thank you, Mr. Stewart.

I'd like to thank the group from Saskatoon for staying with us. We may not get an opportunity to sign off here.

We have one more quick question from Ms. Hughes, and we'll absolutely conclude at that point.

Go ahead, Ms. Hughes.

4:35 p.m.

NDP

Carol Hughes NDP Algoma—Manitoulin—Kapuskasing, ON

I'm just wondering about the percentage of shortages that you see in Sudbury today. I wonder if you're able to explain that and what you see in the near future.

Have you met with the United Chiefs and Councils of Mnidoo Mnising, which is the United Chiefs and Councils of Manitoulin, and with the North Shore Tribal Council, to see what kinds of human resources they have there and how best to maybe deliver some courses closer to home to fulfill the needs?

4:35 p.m.

General Manager, Human Resources Processes, Vale Canada Limited

Wayne Scott

The trends are no different, maybe less alarming in the Sudbury environment, but we still have the challenges in the professions we're trying to recruit there: mining engineers, geologists, and tradespeople. It's the same challenge in that regard.

We just recently concluded an arrangement with the Sagamok for our Totten mine, which we're happy to say. It has some specific provisions for employment, training, and business opportunities as well.

I'm sorry, I'm not familiar with the group you're referring to. I know we've done some great work with the Sagamok group, and look forward to the future, because the Totten mine is just a development mine at the moment, due to come online shortly.

4:35 p.m.

Conservative

The Chair Conservative Ed Komarnicki

Thank you very much.

Presenters, we certainly appreciated your taking the time and working with all the questioners.

With that we'll suspend.

[Proceedings continue in camera]