Fostering indigenous communities in Canada
On 9 August, we commemorate International Day of the World’s Indigenous Peoples. At Glencore, we have a number of programmes in place that foster collaboration with indigenous groups and respect for cultural heritage, in line with our Value of responsibility.
Launched in 2008, Tamatumani (or “second start” in Inuktitut), aims to recruit Inuit talent in northern Quebec at Raglan Mine. Tamatumani is a skills development initiative that has contributed to the training and hiring of hundreds of Nunavimmiut. Today, more than 200 Inuit employees work at the mine, representing almost 17% of its workforce.
Raglan Mine developed the programme with several community partners, including the Kativik Regional Government and the Kativik School Board, who continue to monitor its progress. This collaboration helps ensure the programme addresses the needs of local communities.
Today, Tamatumani offers a diverse range of initiatives. The Essential Skills Programme provides support to Inuit employees in their professional skills development, including reading, writing, math, and computer literacy. It includes English and French courses, a transition-to-work programme and applied technical training for various positions. Under the two-year apprenticeship programme called the Stope School, on-the-job trainings allow Inuit employees to become underground miners. Additional trainings such as Building Maintenance and Heavy Equipment Mechanics further expand available career options. Since 2013, Raglan Mine’s RIDE programme (Rapid Inuit Development and Employment) has been accelerating the advancement of high-potential employees.
At Sudbury Integrated Nickel Operations (INO) in Ontario, investment in technology, innovation, and local talent is helping to realise a mining future. Our contribution to Cambrian College's Battery Electric Vehicle Lab includes an allocation towards bursaries to Indigenous students enrolled in technology, engineering, and skilled trades programmes.
In addition to several in-person Cultural Mindfulness sessions at Wahnapitae First Nation over the past year, a new initiative aimed at fostering a more inclusive workplace launched in June. It includes a series of e-learning modules on Indigenous history, culture, bias, stereotypes, and reconciliation. These modules facilitate Indigenous and non-Indigenous employees to work together more respectfully. The courses are predominantly intended to assist in understanding Canada’s colonial history and its impact on generations of Indigenous Peoples and how we can contribute to positive change.
In February 2023, Sudbury INO also introduced an All-Indigenous Virtual Mental Wellness Clinic to its Employee & Family Assistance Program (“EFAP”). The compassionate circle of Indigenous health professionals assists Indigenous people to feel heard, seen and supported throughout their healing journey. Looking forward to September, employees will log their kilometres during a 28-day Truth & Reconciliation relay event. In partnership with the Greater Sudbury Police Service, this initiative aims to honour history, promote healing, and advance reconciliation with Indigenous communities.
Find out more about our commitment to indigenous communities and see last year’s Australian feature on Rebecca Gentle.