What is the Indigenous Recruitment and Retention Framework?

The Indigenous Recruitment and Retention Framework (Framework) supports GNWT efforts to build a workforce that is representative of the population it serves. The two main goals of the Framework are:

• to increase Indigenous representation; and
• to support Indigenous leadership opportunities. 

How will the GNWT meet Indigenous recruitment and retention goals?

Through engagement, the GNWT identified barriers to the recruitment and retention of Indigenous employees. The Framework is intended to address these barriers, to support Indigenous people in obtaining employment, training and development opportunities with the GNWT, and to feel they are valued as integral team members.

The Framework will empower departments to recognize the importance of Indigenous perspectives within their policies, programs, and services by:

• developing business practices that include recruitment and retention strategies; and
• providing the tools to develop detailed implementation plans.

In addition to the Framework, the GNWT has created an Action Plan that sets out specific objectives and deliverables to improve Indigenous peoples’ success within the recruitment process and within the GNWT as a whole.

About Indigenous Employment Plans

Indigenous Employment Plans (IEP) are strategic planning and performance measurement tools to increase, develop and maintain the number of Indigenous employees employed within the GNWT.

These plans include short-, medium-, and long-term goals and department specific actions that will be undertaken to increase, develop and maintain the number of Indigenous employees employed within the GNWT.

Developing Indigenous Employment Plans

The Department of Finance conducted a Labour Force Statistical Analysis to identify gaps in Indigenous representation and better understand the existing NWT labour force. The analysis compared the NWT labour force to the GNWT workforce based on demographic information, occupation and education levels.

The analysis compared the current NWT Indigenous labour force  to existing GNWT vacancies. This was an important part in identifying gaps between the NWT Indigenous population and GNWT workforce, which provided departments insight into the applicants they will receive and how that can change based on the regions they are attempting to recruit in.

Departments and agencies used this analysis to identify where they can best support the recruitment and retention of Indigenous persons. This information was incorporated into Indigenous Employment Plans to address the unique needs of their department, the barriers they face, and the types of applicants they are looking to recruit.

Each Indigenous Employment Plan outlines how a department or agency will increase Indigenous representation and increase Indigenous leadership and includes include measurable and attainable benchmarks for success that will be reviewed every three years.

Departmental and agency specific Indigenous Employment Plans can be accessed below.

Reporting on the Results of Departmental Indigenous Employment Plans

While the GNWT is collectively responsible for the success of the Framework, departments are individually responsible for achieving the objectives and deliverables set out in the Action Plan. Departmental Indigenous Employment Plans (DIEP) guide departments in implementing the Framework and Action Plan by setting out year-by-year action item targets for which departments and their management are accountable.

The success of the Framework and Action Plan depends on regular monitoring and evaluation to support a shared understanding of the Framework’s goals and of the shared responsibilities for all involved. Monitoring and evaluation also provide opportunities to identify and celebrate successes, to make course corrections, and to ensure transparent reporting on the program.

This report reflects the experiences of departments in implementing the Framework and provides a general overview of progress made towards targets set out in DIEPs for the 2022/2023 fiscal year. This report will be updated on an annual basis.

Resources

Annual Reports

2022-2023 - Report On Departmental Indigenous Employment Plans Results 

Action Plan and Framework

Please note that the Minister's Statement and Executive Summary for both the Indigenous Recruitment and Retention Framework and the Indigenous Recruitment and Retention Action Plan  have been translated into French as well as the nine official Indigenous languages.

• Indigenous Recruitment and Retention Framework

  • English
  • Chipewyan
  • Cree
  • Gwich'in
  • Inuinnaqtun
  • Inuktitut
  • Inuvialuktun
  • North Slavey
  • South Slavey
  • Tłı̨chǫ

• Indigenous Recruitment and Retention Action Plan

  • English
  • Chipewyan
  • Cree
  • Gwich'in
  • Inuinnaqtun
  • Inuktitut
  • Inuvialuktun
  • North Slavey
  • South Slavey
  • Tłı̨chǫ
• Departmental Indigenous Employment Plans
  • Aurora College
  • Beaufort Delta Division Education Council
  • Commission scolaire francophone Territoires du Nord-Ouest
  • Dehcho Divisional Education Council
  • Department of Education, Culture and Employment
  • Department of Executive and Indigenous Affairs
  • Department of Environment and Climate Change
  • Department of Finance
  • Department of Health and Social Services 
  • Department of Infrastructure
  • Department of Industry, Tourism and Investment 
  • Department of Justice
  • Department of Municipal and Community Affairs
  • Housing NWT
  • Legislative Assembly 
  • Northwest Territories Health and Services Authority
  • Prosper NWT
  • Sahtu Divisional Education Council
  • South Slave Divisional Education Council 
  • Tłı̨chǫ Community Services Agency
  • Workers’ Safety and Compensation Commission