Volume 11, numéro 2, automne 2019

EN :

Language revitalization is necessarily intertwined with economic spheres, as Grenoble and Whaley have expressed that the economic wellbeing of a community influences its ability to engage in such efforts (2006, p. 44). Conversely, health researchers assert that cultural continuity, in which language is inextricably linked, is a prerequisite to self-sufficiency and community sustainability (Oster, Grier, Lightning, Mayan, & Troth, 2014). Nonetheless, the place of Indigenous language(s) within labour market research has often focused on the need for greater access to dominant-language education (MacIsaac & Patrinos, 1995) or the impact on wage differentials (Chiswick, Patrinos, & Hurst, 2000) while research on Indigenous language revitalization in Canada has been largely silent on the relationship to economic spheres, and community economic development literature has engaged with notions of culture more broadly. Drawing on interviews and focus groups from a selection of Anishinaabe communities in Northern Ontario, Canada, this research identifies existing needs for Anishinaabe language speakers within the regional labour market, showcasing the oft-overlooked economic demand for Indigenous language skills. Support for this project was provided by the Ontario Human Capital Research and Innovation Fund from the Ministry of Training, Colleges and Universities.

EN :

The purpose of this study is to describe how a Canadian provincial government department (Alberta Sport Council) collaborated with Indigenous communities, other government inter-agencies, corporate sponsors, and private business contractors in the creation, implementation, and measurement of the impact of an Indigenous youth leadership development program (also known as the Alberta's Future Leaders program or AFL). Based on the analysis of provincial government departments reports, input by government staff in previous reports, Indigenous youth leadership development program evaluations, reviews by the youth leadership development program creators and facilitators, and university research reports on the program, a collaborative consultative process emerged. The Dynamic Facilitating Process Model evolved to systematically describe the collaborative process that took place that recognized and promoted Indigenous consultation, consent, and involvement supporting Indigenous communities' priorities and protocols. The six phases in the Dynamic Facilitating Process that emerged are (1) Defining, (2) Designing, (3) Implementing, (4) Measuring, (5) Maintaining, and (6) Refining. Each of the phases in the model is clearly described with supporting collaborative examples with the different partners. Special attention was given to measure the impact of the youth leadership development program on Indigenous youth participants and to describe the impact of the youth leadership development program in Indigenous communities. This applied research and resulting model can serve as a guide for other governments and their inter-agencies, businesses, or other organizations that wish to engage in a positive collaborative process with Indigenous communities.

EN :

Indigenous enterprises are increasingly engaging in international business and trade, mainly in agriculture, forestry, fishing, and tourism, to grow Indigenous economies. The experiences of the Indigenous peoples of Aotearoa New Zealand (the Māori) and of Alaska provide a context and case through which to explore cross-cultural exchanges in business. In this conceptual paper, we review literature on the role of culture in international business and trade, focusing on indigeneity in international Indigenous business. We find that when commonality and mutual respect are established in cross-cultural exchanges in business, there is said to be cultural congruity. When material cultural differences inhibit cross-cultural business, there is cultural discordance. Specific examples are used to show how Indigenous firms in Aotearoa New Zealand and in Alaska compare. This paper provides scope for other Indigenous peoples to explore how their cultures influence firm-level performance and international trade.

EN :

First Nations Canadians are in a unique cultural context, with values resulting from both traditional, heritage influences and Eurocentric Canadian influences. Different patterns of endorsing heritage versus mainstream values have resulted. This research examined leadership preferences in First Nations individuals. Linking acculturation patterns to descriptors of leadership attributes that enhance or inhibit outstanding leadership, characteristics of leadership prototypes were developed for members of four acculturative strategy groups. These leadership prototypes were then compared with existing academic leadership theories.

EN :

Employment, unemployment and wage rates improved for Aboriginals in Canada in 2018, while their participation rate decreased. For non-Aboriginals unemployment and wage rates also improved; however, their employment rate was unchanged, and their participation rate decreased. All four of these employment measures, which are employment, unemployment, participation, and wages, rates are and historically have been more favourable for non-Aboriginals than for Aboriginals. The differences in employment and wage rates are partially explained by the education level completed. The measures of employment are examined by gender, age, province, economic sector, education, and for Métis, First Nations, and Inuit.