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GWNT employees who learn one of the nine official Indigenous languages of the Northwest Territories may be eligible for a bonus under ongoing development of the Indigenous Recruitment Framework.

A report highlighting the goals and progress of the program, now in its second year of operation, was released on Tuesday.

SA国际影视传媒淭he GNWT recognizes the importance of sustained investment in Indigenous employment and is committed to building a representative, inclusive public service that reflects the population it serves," said Finance Minister Caroline Wawzonek. "Departmental Indigenous Employment Plans are driving meaningful progress and accountability. 

"WeSA国际影视传媒檙e seeing more departments take ownership of their targets, explore innovative hiring approaches, and prioritize the advancement of Indigenous employees. This is about changing systems to create lasting opportunity.SA国际影视传媒�

Under the framework, the GNWT is seeking to reward employees who speak an Indigenous language and use it routinely in their duties. The report notes the discussions are underway between the Indigenous Languages Secretariat and the department of Finance to establish a system for "bilingual bonus" employees and promote them.

To further facilitate multi-lingual employees, the GNWT has also placed Indigenous languages in the same category as post-secondary education, enabling employees who take lessons in their mother tongue to claim some of their expenses for compensation. These include payment for instruction, travel costs and training materials.

A second area the GNWT is directing its agencies to establish is a running shortlist of Indigenous candidates who qualified for a previous and similar job opportunity but was not hired. Even if the candidate doesn't apply for a new position when it comes up, if they're within two pay ranges their resume is given to the hiring manager, who reviews them as if they were submitted by the candidate. If the hiring manager decides to proceed, the candidate is contacted and offered the position. If interested, the hiring manager proceeds to reference checks and then offer them the position "without further assessment."

Other highlights of the report include the use of the Indigenous Career Gateway Program,  which provides $600,000 annually to allow for up to 15 positions to receive $40,000 in funding to cover the costs of entry-level and trainee opportunities for Indigenous candidates. It was first established in 2018, but 2024 was the first year the fund was used in its entirety. The report notes additional applicants were hired even though the funding had run out.

All GNWT employees are also now required to complete Indigenous Cultural Awareness and Sensitivity Training, which consists of a series of eight modules educating staff about major issues ranging from developing an awareness of the impacts of colonization and relations between colonists and First Nations, to developing a cultural sensitivity and best practices to promote reconciliation. Management is able to waive certain elements of training if there is a danger of trauma to the employee, however.

Efforts are also underway to ensure all employees of the GNWT undergo "anti-racism" and "unconscious bias" training.