Indigenous Engagement Strategy

The Prairie Crane Group of Companies; Prairie Crane, Alpine Transport & Rigging, and NCCHD operate through similar management structure and building operations. With being in a collective work atmosphere, these three companies will sign and acknowledge a common Indigenous Engagement Strategy.

Key Contact for The Prairie Crane Group of Companies Strategy:
⦁ Stephanie Hnatuk-King
⦁ stephanie@prairiecrane.com

The Strategy will focus on the following Categories and Key Requirements:

Categories:
⦁ Educate the Workplace on Indigenous History and Culture
⦁ Engage Indigenous People Through Hiring
⦁ Implement Procurement Practices, Actions, and Partnerships
⦁ Reinforce Relationships and Support Indigenous Communities Through Community Involvement
⦁ Provide Clear and Honest Reporting of All Actions Undertaken in the Indigenous Engagement Charter Program

Key Requirements:
⦁ Employment
⦁ Governance or leadership structure
⦁ Community investment
⦁ Education
⦁ Procurement models
⦁ Culture of your organization
⦁ Relationships – business and community
⦁ Overall commitment to reconciliation
⦁ Resources
⦁ Partnerships and alliances
⦁ Key performance indicators
⦁ Educate the Workplace on Indigenous History and Culture

Actions:
Year 1:
⦁ Enroll Management and Supervisors in ‘Level 1 – Myths and Misconceptions’ online training
⦁ Define what key management personnel will be engaging employees in Indigenous Awareness and Training and will be their key contact for any questions or feedback (i.e. Operations Manager)

Year 2:
⦁ Enroll a minimum of 5 employees in ‘Level 1 – Myths and Misconceptions’ online training
⦁ Enroll Management and Supervisors in ‘Level 2 – Implementing an Indigenous Strategy & Hiring/Retention for Business’ online training

Year 3:
⦁ Enroll a minimum of 5 employees who have not received training in ‘Level 1 – Myths and Misconceptions’ online training
⦁ Enroll Management and Head Supervisors in ‘Level 3 – Indigenous Protocols & Cultural Traditions in Saskatchewan’
⦁ Include Indigenous Awareness Video in New Hire Orientation
⦁ Engage Indigenous People Through Hiring
Goal: Create a diverse workforce that is representative of Saskatchewan’s population

Actions:
To continue annually:
⦁ Work with local organizations: Create job models with SIIT for future job postings and continue to look for other opportunities and organizations to assist with the hiring process
⦁ Ensure all job postings relay to applicant’s the importance of diversity and acceptance within a workforce; giving all people the ability to comfortably apply for a job position
⦁ Implement Procurement Practices, Actions, and Partnerships
Goal:
To learn more about Indigenous communities who are nearby job sites, and to look at opportunities for employment, training, or joint-venturing with these communities and businesses

Actions:
To continue annually:
⦁ Reach out to Indigenous businesses and/or communities to learn about how a joint-venture or working together could be positive for them and The Prairie Crane Group of Companies
⦁ Continue to strengthen and work on current joint-ventures
⦁ Continue to look for new opportunities (i.e. training opportunities within the community)
⦁ Reinforce Relationships and Support Indigenous Communities Through Community Involvement
Goal:
To find ways to connect to Indigenous Communities through community involvement or volunteer opportunities

Actions:
To continue annually:
⦁ Research and find community events to assist with and sponsor that bring awareness and long-term benefits to the Indigenous Community (i.e. community building, sport, mentorship programs, sponsorships, etc.)
⦁ Provide Clear and Honest Reporting of All Actions Undertaken in the Indigenous Engagement Charter Program
Goal:
Actions: To continue annually:
⦁ Participate in an annual reporting process with The Saskatchewan Chamber of Commerce
⦁ Measure impact of the Strategy through meetings with management and employees to receive feedback