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The Engineered Approach to Aboriginal Inclusion: Inclusion Works 2015

Tony Cesta & Siobhan Dooley May 13th, 2015

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Presentation Outline

Q & A

Discussion

The “Engineered” Approach to Aboriginal Inclusion

Aboriginal Inclusion at Hatch

Introduction to Hatch

Learning Objectives

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Learning Objectives

To understand a unique, process-oriented, approach to Aboriginal inclusion

To gain insight about the transition from ad-hoc initiatives to a more formalized approach to inclusion

To draw examples from the experience of an engineering services company, which may be applicable within other organizations

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Hatch — A world leading engineering and consulting group

• Engineering, Procurement and construction management (EPCM)

• Consulting – process, technologies

and business

• In-plant engineering services for operations

• Employee-owned

• Serving mining & metals, energy and infrastructure sectors for more than 80 years

• More than US$35 billion of projects

under management

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CANADA St. John’s, Newfoundland & Labrador Sorel-Tracy, Québec Sudbury, Ontario Toronto, Ontario Vancouver, British Columbia Winnipeg, Manitoba

New York, New York Pensacola, Florida Phoenix, Arizona Pittsburgh, Pennsylvania Sacramento, California San Diego, California San Francisco, California Seattle, Washington Tampa, Florida

Antofagasta, Chile Belo Horizonte, Brazil Lima, Peru Rio de Janeiro, Brazil Santiago, Chile São Luís, Brazil São Paulo, Brazil

Newcastle Perth Townsville Wollongong

Brisbane Gladstone Mackay Melbourne

AUSTRALIA

MIDDLE EAST

SOUTH AMERICA

SOUTH AFRICA

Amherst, New York Baltimore, Maryland Boston, Massachusetts Buffalo, New York Cleveland, Ohio Denver, Colorado Houston, Texas Millburn, New Jersey

Calgary, Alberta Halifax, Nova Scotia Montréal, Québec Niagara Falls, Ontario Oakville, Ontario Saskatoon, Saskatchewan

CHINA

NEW CALEDONIA

Johannesburg Pretoria Cape Town

London, England Moscow, Russia St. Petersburg, Russia

EUROPE

INDIA New Delhi

Beijing Shenyang Shanghai

USA

Abu Dhabi, UAE Al Khobar, Saudi Arabia Sohar, Oman

Nouméa

INDONESIA

Jakarta

Global Operation - 10,000 staff, 65 offices , projects in over 150 countries

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Aboriginal Inclusion at Hatch: Context • The Aboriginal population is one of the youngest and fastest

growing in Canada. • As a professional services company, Hatch has access to a

smaller pool of skilled workers than companies involved in construction and/or operations.

• Hatch has chosen to take a proactive approach by investing in Aboriginal engineers and Aboriginal businesses to increase capacity and grow the talent pool, increasing the number of Aboriginal workers in high-value service positions.

• Increasingly, our clients are expecting high levels of Aboriginal inclusion efforts among their suppliers.

• Investing in Aboriginal talent is increasingly seen as “good business sense”, at Hatch we maintain that Aboriginal inclusion is simply the right thing to do.

Aboriginal Inclusion at Hatch: Where We Are Now

• Baseline Discovery Report (AHRC) – Stage 6 • Hatch is at the Integration stage of its Inclusion journey • Hatch is a proud member of the AHRC’s Leadership Circle

Stage 6 – Integration Inclusion as a catalyst for growth

•The company’s goals are permanently integrated with its inclusion goals. •Employees have high morale and show a high degree of engagement. •Long-term strategies drive internal and external Aboriginal relations. •The organization vigorously promotes inclusion to other organizations.

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The “Engineered” Approach to Aboriginal Inclusion

Engineering Approach Aboriginal Inclusion

Identify the Problem Ad Hoc / Project-based

Define the Problem Define the Baseline

Develop Design Basis Develop a Policy

Develop Options Develop a Plan

Select Options Prioritize

Definition / Planning Communication / Planning

Implementation Implementation

Lessons Learned Lessons Learned

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Ad Hoc / Project-based Approach

• In the past, Hatch’s Aboriginal inclusion efforts were project-based and focused on consultation.

• More recently, Bert Wasmund, one of Hatch’s Senior Executives, developed a scholarship for Aboriginal students.

• Increased awareness of Aboriginal inclusion led to ad hoc activities, such as: – Individual project managers on northern projects wanted to do more, but

did not know how – We received invitations to attend Aboriginal events, but they were not

properly channelled – A small group of interested staff was active, but activities did not include

the rest of the organization

Define the Baseline

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Develop a Policy

• Hatch Statement: First Peoples Engagement Statement for North America (2013)

• “Hatch’s relationships with Aboriginal and Indigenous Peoples is based on the values of honesty, respect and transparency. At Hatch, we understand that our ability to deliver successful projects on behalf of our clients is enhanced by our knowledge and understanding of the histories, cultures, protocols, values, aspirations, and governments of First Peoples.”

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Develop a Plan & Prioritize

• Aboriginal Engagement Committee – Membership includes: Regional Leadership Team, HR, Procurement, and

the Environmental Services Group

• Aboriginal Engagement Action Plan for Canada – Significant piece of work used to organize our thoughts (27 pages) – Identifies actions, responsibilities, timelines and measureable targets

Employment & Education

Business Development

Community Investment & Engagement

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Communication / Planning

• Once formal commitment reached at the CEO level, communicate policy to all staff

• Engage leadership from across Canada

• Engage HR and recruitment to develop a plan of action

• Engage procurement to develop a plan of action

• Aboriginal history and cultural training modules being developed for all staff

“Earth’s Heat Beat”, a painting by Maxine Noel, a Santee Oglala Sioux born in Manitoba.

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Implementation: Aboriginal Inclusion Activities

Employment & Education

Business Development

Community Investment & Engagement

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Educational Initiatives

• Hatch Aboriginal Scholarships Program – In 2013, Hatch established undergraduate engineering scholarships for

Aboriginal students at three of Ontario’s top universities: The University of Toronto (U of T), Queen’s, and McMaster.

– In September 2014, Hatch launched a scholarship program at The University of British Columbia (UBC), in Vancouver, Canada.

• Halton Learning Foundation – Hatch is offering a $1,000 scholarship for First Nations students – the first of its kind in Halton

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Educational Initiatives (cont.)

• Aboriginal Mentorship Program (AMP) – Lakehead University – AMP identifies Lakehead

University science students as mentors and partners them with Aboriginal high school students from across Thunder Bay and Northwestern Ontario

– Donation to support the current Science Aboriginal Mentorship Program as well as help establish an Engineering Aboriginal Mentorship Program

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Business Development

• Joint Venture: Hatch and First Pac West (March 2015) – Strategic relationship between

Hatch and First Pac West to jointly provide a better solution to remote living conditions for project workforces in the mining, energy, and infrastructure sectors around the world.

– First Pac West is 100% Aboriginal owned and operated.

– The agreement is supported by The Canadian Council for Aboriginal Business (CCAB).

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Business Development (cont.)

• Flexible Procurement System – Hatch has developed a flexible procurement system that facilitates

maximizing local content and fostering local economic development. – Hatch identifies local capabilities early on in order to alter our tendering

packages and scheduling to pre-qualify as many local businesses as possible.

– Hatch works with our clients to develop contracting strategies and capacity building support as needed to further support local business development.

• Mentorship – Hatch provided Aboriginal Businesses with guidance on proposal

submissions – Client Pursuit Strategies, Client Interview Presentation Preparation support – Effective Businesses Marketing techniques and material

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Community Investment & Engagement

• Northern Communities Outreach Initiative, British Columbia – School Presentations: Hatch

provided hands-on engineering demonstrations to 208 students from Grade 8-12.

– Northwest Science Fair Extravaganza: Gold Sponsor

– BC LNG Youth Conference: Hatch sponsored and supported an initiative that allowed over 100 youth attend the LNG Youth Day and visit UBC

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Community Investment & Engagement (cont.)

• Northern Communities Outreach Initiative, British Columbia (cont.) – Supporting Minerva

Foundation’s programming that promotes leadership in Aboriginal women in BC.

– Guest Lecturing at Northwest Community College: A Hatch process engineer travelled to Smithers, BC, as a guest lecturer to the Mineral Process Operators program at the School of Exploration and Mining.

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Community Investment & Engagement (cont.)

• Chiefs of Ontario Training Program – Hatch sponsored and

participated in two workshops – 2013: Keewaytinoak (Northland)

Watch Environmental Assessment Training and Organizing (Constance Lake First Nation)

– 2014: Understanding Mining Development Processes (Wahnapitae First Nation)

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Community Investment & Engagement (cont.)

• Hatch celebrated National Aboriginal Day in 2014 with two Lunch & Learn events: – Sudbury: Chief Shining Turtle of

the Ojibways of Whitefish River First Nations spoke on the importance of education and communication in the resource sector

– Vancouver: Lana Eagle, President of the Industry Council for Aboriginal Business (ICAB), gave a presentation on Aboriginal culture and consulting with First Nations people in BC

Other Initiatives • Attendance at Aboriginal-related events and conferences

– Canadian Aboriginal Minerals Association (CAMA) Conference – Opportunity Knocks: Aboriginal Youth Apprenticeship Conference – Inclusion Works

• Support of Aboriginal-related groups and committees – Circle of Advisors for the Aboriginal Access to Engineering Program at Queen’s University – Aboriginal Environmental Leadership Circle – Native Women’s Association of Canada – Aboriginal Affairs Committee, Mining Association of Canada

• Sponsorships – Little Native Hockey League

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Lessons Learned

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Discussion Questions 1. What are the challenges in moving from an ad hoc to a

systematic approach? 2. What inputs are needed to establish a solid baseline? 3. How can employees effectively drive internal policy? 4. How can you ensure that your engagement plan will be

meaningful and effective? 5. How can you position Aboriginal inclusion as a priority within

your company? 6. What methods have you used to communicate your

inclusion efforts? Describe the pros/cons of each. 7. What advice would you give to someone implementing their

companies first inclusion efforts? 8. What has been your biggest “lesson learned” to date?

Describe the situation and how you’ve learned from it.

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For more information, please visit www.hatch.ca

Thank you for participating! Questions?