Okay.
This is where we become very interested in the concept of women's participation in non-traditional occupations. This concept is usually applied to occupations that traditionally have been held predominantly by men.
The U.S. Department of Labor defines a non-traditional occupation as an occupation in which women account for 25% or less of the workforce. However, alternative definitions are possible, depending on how things are measured. We find that some occupations that are not classified as non-traditional for women in the general population become non-traditional for Métis and other aboriginal women. Definitions matter, and we urge the committee to examine this question in some detail.
The reason most often cited for wanting to increase the participation of women in occupations traditionally dominated by men is that this will lead to higher employment income for women and close the income gap with men. This is certainly our goal, but we believe that some cautionary notes are warranted, not to dampen enthusiasm for this enterprise but to make sure that we consider all aspects of the issue.
The fact of the matter is that society throughout history has always undervalued women's work relative to men's. Women are increasingly, in fact, entering into male-dominated occupations—slowly, but surely. For example, this is occurring in trades and other traditional labour-oriented occupations at the present time. Métis women are leading the way in penetrating these occupations in western Canada. Métis women account for only 1.6% of the female workforce in the Métis homeland, but they account for close to 7% of women working as logging operators and heavy equipment operators and are relatively overrepresented also in a range of trade and trade-related occupations, such as plumbers, pipefitters, and labourers.
We are far from convinced that this has had major impact on women's incomes. As women move into male-dominated occupations, it becomes more important than ever to ensure that women are paid equitably: equal pay for work of equal value.
A second point that the committee should consider is the importance of investing in education and skills development. The majority of jobs in this country do not require a university education, but they do require skills and experience. If we are trying to get more aboriginal women into the trades or into mining, forestry, and other resource occupations, or into higher-paying engineering, drafting, and information technologies, or into assembly line work, then we have to prepare them early, and particularly our young women, to enter these careers.
A number of initiatives could be undertaken to prepare Métis women to enter such occupations. First, many of you may be aware that the Government of Canada funds our aboriginal governments to provide labour market programs and services under what was formerly known as the aboriginal human resources development strategy, which has now morphed into the aboriginal skills and employment training strategy.
What you may not know is that the funding levels to aboriginal organizations under this program have remained static for over 10 years. The funding is critical. It enables our people, including our young women, to develop skills needed on the labour market. We urge the committee to recommend increased funding for this program and a stronger orientation for preparing women for non-traditional occupations.
Second, it is important to develop culturally sensitive programs that introduce Métis first nations and Inuit women to the potential of working in non-traditional occupations. How can women choose non-traditional occupations if they believe it is impossible for them to access these careers? No such program has been developed specifically for aboriginal people.
Third, we should not underestimate how significant an issue child care is to women generally and to Métis women in particular. Women are the caregivers. It is difficult for women, particularly with low incomes, to commit to a demanding career when they know that they will have to exit the labour force for extended periods to raise their children. Without adequate, accessible, and affordable child care, how can women be expected to enter challenging work environments?
For Métis and other aboriginal people, these problems are even more acute because of the high proportion of single-parent families in our communities. In the Métis homeland, some 15.1% of women over the age of 15 live in single-family households, and in provinces such as Saskatchewan the figure is even higher, 18.6%. Provincial child care subsidies are inadequate. We need a national child care system readily accessible to all women. Failing this, we would call on the committee to consider extending the first nations and Inuit child care initiative to Métis. This would enable our own organizations to begin to meet the needs of our young mothers.
Fourth, employers must be educated and given proper incentives to hire women, even in non-traditional occupations. The United States has had affirmative action programs in place for some time, and indications are that they have worked to increase the participation of women in non-traditional occupations. In Canada we should consider establishing employment equity standards and targets in non-traditional industries to encourage employers to hire women.
Finally, it is really important to overcome the gender and ethnic biases that poison the working environment for aboriginal women entering non-traditional occupations. We know that women can do as good a job as men. We know that aboriginal people can do as good a job as non-aboriginal people. But not only do aboriginal women face obstacles just to enter non-traditional occupations, we face all sorts of subtle and not-so-subtle discriminations in the workplace once we find a job in these non-traditional sectors. Among other things, we are less likely to be entrusted with responsibility or to be promoted. This will take time to change, but public authorities could also be more proactive in encouraging employers and co-workers to accept women and aboriginal women in the workplace.
Thank you for listening.