Tapping into a neglected human resource

LORI WILKINSON

As an ethnic relations professor, people often tell me that racism is no longer a problem in Canadian society, insisting that racism is part of our past. Legislation that used to discriminate against ethnic, linguistic and religious minorities has been purged and attitudes towards prejudice and racism have greatly changed. New policies about multiculturalism, employment equity and human rights have been introduced to address various social and economic inequities. These programs and policies have reduced the incidence of blatant racism experienced by individuals and have, to a certain extent, reduced some of the institutional and systemic racism that plagued our workplaces and communities.

I would argue, however, that those who believe racism is dead are incorrect. While the flavour of discrimination and inequality has changed, it certainly has not disappeared. Current research reveals numerous social and economic inequalities still faced by minority groups, aboriginal people in particular. Even the United Nations, in its annual Human Development Index, chastises Canada for its mistreatment of aboriginal people. It is for these reasons I pause for thought about a recent survey conducted in Winnipeg.

In November, the annual Manitoba Business Leaders Index was released. It is a survey of Manitoba’s top 200 business leaders, which asked a variety of questions related to Manitoba’s economic outlook for 2007. Business leaders were asked, “in addressing this current workforce shortage, where should Manitoba be focussing to recruit qualified workers?” Their responses are fascinating: 27 per cent want new immigrants recruited, 26 per cent like to see Manitoba’s youth employed, and 16 per cent want skilled workers from other provinces employed to fill the vacuum. Last on the list was aboriginal people chosen by only five per cent of respondents. In fact, business leaders were more likely to report no response (six per cent), other (14 per cent), or unsure (14 per cent) than they were to mention hiring aboriginal people.

The findings say much about our society. According to the census, 17 per cent of Winnipeg’s population was born outside of Canada. Only 13 per cent are between the ages of 15 and 24. Another seven per cent have moved to Winnipeg from other provinces. If we were to follow their recommendations, Winnipeg should increase immigration by 10 per cent, double the number of babies born to decrease our mean age, and attract another nine per cent of inter-provincial migrants, policies which have largely failed.

What about aboriginal peoples? With a population of just over 52,000, they represent a significant proportion of Winnipeg. They are also the fastest-growing segment of the population, with an estimated growth rate of nearly 70 per cent over the next 20 years. They are a young population with a mean age of 25

While the flavour of discrimination and inequality has changed, it certainly has not disappeared. Current research reveals numerous social and economic inequalities still faced by minority groups, aboriginal people in particular.

years, compared to the mean age of 37 years for non-aboriginals. These characteristics indicate that they are a good group on which to focus labour market policies. Aboriginal people are highly educated, with over one-third having post-secondary education of some kind. While this statistic lags behind the average education levels of non-aboriginal persons (at just over 50 per cent), it seems to me that the perception that aboriginal people are uneducated and unemployable still persists given the reluctance of our business leaders to suggest them as a viable recruitment group. Other evidence suggests that there is a willing and able segment of the aboriginal population that could fill certain shortages in the labour market.

For instance, the unemployment rate of aboriginal people in our city is 14 per cent compared to less than 5 per cent for non-aboriginal workers. Their mean income, $14,594, is almost ten thousand dollars less than that of nonaboriginal persons. Instead of focusing on strategies to bring people into the Manitoba labour market, why don’t we use some of the talent already living here?

With the majority of aboriginal people living in major cities, these inequalities need to be addressed. It makes me wonder how much has changed since equality policies were introduced in the 1970s and 1980s. In 1965, sociologist John Porter published The Vertical Mosaic, exposing the widespread economic and social inequality experienced by ethnic minorities in Canada. He found that the British dominate the Canadian labour market, control most of the largest and most profitable businesses and have the bestpaid jobs. French immigrants are next, having a lesser degree of success in business and professional employment than the British, but performing better than other ethnic groups.

John Porter also found that those who are not members of the French or British charter groups are more likely to fail and that the persistence of economic inequality was largely due to racism. Aboriginal Peoples fare the worst in this study, ranking amongst the lowest in education, income and employment. The bottom line, according to Porter, is that the distribution of wealth in Canada is based on ethnicity. Ellen Gee and Steven Prus re-tested The Vertical Mosaic in the mid-1990s attaining similar results, with aboriginal people at the bottom of the rankings. This racial divide still exists and is indicative of systemic racism in our country.

I am not calling our business leaders racist. I know that there are many business leaders and others working hard to eliminate this racial divide. I would, however, like them to consider the talented aboriginal people within our own province to fulfill labour market shortages. Until aboriginal people are accepted as a group equal to other Canadians, the racial divide will persist.

Lori Wilkinson is professor of ethnic relations in the department of sociology, University of Manitoba. Her research interests include Aboriginal Peoples, refugees and immigration issues.





Volume 94 Issue 17	The Official University of Manitoba Students' Newspaper Website	January 10, 2007

Home About Us Advertise Contact Staff Current Issue PDF Employment Letters to the Editor Meet the Staff Online Archives Personals Volunteer	Font Size Respond Email Print-Friendly Tapping into a neglected human resource LORI WILKINSON As an ethnic relations professor, people often tell me that racism is no longer a problem in Canadian society, insisting that racism is part of our past. Legislation that used to discriminate against ethnic, linguistic and religious minorities has been purged and attitudes towards prejudice and racism have greatly changed. New policies about multiculturalism, employment equity and human rights have been introduced to address various social and economic inequities. These programs and policies have reduced the incidence of blatant racism experienced by individuals and have, to a certain extent, reduced some of the institutional and systemic racism that plagued our workplaces and communities. I would argue, however, that those who believe racism is dead are incorrect. While the flavour of discrimination and inequality has changed, it certainly has not disappeared. Current research reveals numerous social and economic inequalities still faced by minority groups, aboriginal people in particular. Even the United Nations, in its annual Human Development Index, chastises Canada for its mistreatment of aboriginal people. It is for these reasons I pause for thought about a recent survey conducted in Winnipeg. In November, the annual Manitoba Business Leaders Index was released. It is a survey of Manitoba’s top 200 business leaders, which asked a variety of questions related to Manitoba’s economic outlook for 2007. Business leaders were asked, “in addressing this current workforce shortage, where should Manitoba be focussing to recruit qualified workers?” Their responses are fascinating: 27 per cent want new immigrants recruited, 26 per cent like to see Manitoba’s youth employed, and 16 per cent want skilled workers from other provinces employed to fill the vacuum. Last on the list was aboriginal people chosen by only five per cent of respondents. In fact, business leaders were more likely to report no response (six per cent), other (14 per cent), or unsure (14 per cent) than they were to mention hiring aboriginal people. The findings say much about our society. According to the census, 17 per cent of Winnipeg’s population was born outside of Canada. Only 13 per cent are between the ages of 15 and 24. Another seven per cent have moved to Winnipeg from other provinces. If we were to follow their recommendations, Winnipeg should increase immigration by 10 per cent, double the number of babies born to decrease our mean age, and attract another nine per cent of inter-provincial migrants, policies which have largely failed. What about aboriginal peoples? With a population of just over 52,000, they represent a significant proportion of Winnipeg. They are also the fastest-growing segment of the population, with an estimated growth rate of nearly 70 per cent over the next 20 years. They are a young population with a mean age of 25 While the flavour of discrimination and inequality has changed, it certainly has not disappeared. Current research reveals numerous social and economic inequalities still faced by minority groups, aboriginal people in particular. years, compared to the mean age of 37 years for non-aboriginals. These characteristics indicate that they are a good group on which to focus labour market policies. Aboriginal people are highly educated, with over one-third having post-secondary education of some kind. While this statistic lags behind the average education levels of non-aboriginal persons (at just over 50 per cent), it seems to me that the perception that aboriginal people are uneducated and unemployable still persists given the reluctance of our business leaders to suggest them as a viable recruitment group. Other evidence suggests that there is a willing and able segment of the aboriginal population that could fill certain shortages in the labour market. For instance, the unemployment rate of aboriginal people in our city is 14 per cent compared to less than 5 per cent for non-aboriginal workers. Their mean income, $14,594, is almost ten thousand dollars less than that of nonaboriginal persons. Instead of focusing on strategies to bring people into the Manitoba labour market, why don’t we use some of the talent already living here? With the majority of aboriginal people living in major cities, these inequalities need to be addressed. It makes me wonder how much has changed since equality policies were introduced in the 1970s and 1980s. In 1965, sociologist John Porter published The Vertical Mosaic, exposing the widespread economic and social inequality experienced by ethnic minorities in Canada. He found that the British dominate the Canadian labour market, control most of the largest and most profitable businesses and have the bestpaid jobs. French immigrants are next, having a lesser degree of success in business and professional employment than the British, but performing better than other ethnic groups. John Porter also found that those who are not members of the French or British charter groups are more likely to fail and that the persistence of economic inequality was largely due to racism. Aboriginal Peoples fare the worst in this study, ranking amongst the lowest in education, income and employment. The bottom line, according to Porter, is that the distribution of wealth in Canada is based on ethnicity. Ellen Gee and Steven Prus re-tested The Vertical Mosaic in the mid-1990s attaining similar results, with aboriginal people at the bottom of the rankings. This racial divide still exists and is indicative of systemic racism in our country. I am not calling our business leaders racist. I know that there are many business leaders and others working hard to eliminate this racial divide. I would, however, like them to consider the talented aboriginal people within our own province to fulfill labour market shortages. Until aboriginal people are accepted as a group equal to other Canadians, the racial divide will persist. Lori Wilkinson is professor of ethnic relations in the department of sociology, University of Manitoba. Her research interests include Aboriginal Peoples, refugees and immigration issues.


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