Native & Inuit Resource Magazine 2010

Once again the Agency Chiefs Child & Family Services are proud to sponsor the 2010 Youth Camps led by SCOUTSabout Program. The 3 communities, Big River First Nation, Pelican Lake First Nation &

Witchekan Lake First Nation hosted to deliver successful youth camps for ages U-10 & U-12 years old.

This is the 2nd year to host SCOUTSabout Youth Camp for Witchekan Lake First Nation.

Pelican Lake First Nation’s had their first year to host SCOUTSabout Youth Camp and teamed up with Witchekan Lake First Nation community to have the day camps @ Pelican Lake First Nation Elementary School. Both communities finished the camp out at Anglin Lake and it was a great adventure for everyone who attended. The youth had a good time spending time with old friends and making new friends while participating in the daily outdoor activities.

This is the 3rd year to host SCOUTSabout Youth Camps for Big River First Nation under 10 youth camp, they had the camp out by the Youth Group

Home located in a lake view setting which had a lot of trails for hiking activities. The under 12 youth camp was held at the elementary school and had the camp out by the school grounds and walking distance to the local beach for swimming.

Each community had to do some homework to prepare to host these camps

Recruit committed volunteers•All adult volunteers including cooks must undergo a successful RCMP •criminal records checkVolunteers must participate Youth Camp orientation on registration day•Provide cooks for the day camps and overnight camp over•Provide canoes with safety life jackets•Set up tents and foam mattresses for the campers•Set up tipi for elders pipe ceremonies•Set up canopy with tables, chairs and garbage cans•Provide Back-up portable toilets @ swimming area and camp out•

Our family support

program staff worked

closely with the communities

to provide services as required

to work with grandparents,

parents and guardians to

maintain safe and healthy

environment for our children.

continued on page 7

Editor & PublishErJacques Beauchamp

Former regional police officer

ExEcutivE AssistAntChristine Panasuk

AssistAnt EditorJoyce Li

circulAtion / ProductionJoyce Li

GrAPhics & Artwww.DESIGNit.CA

PrintEd in cAnAdADollco Printing

Production co ordinAtorJonathan Beauchamp

columnistsBarry Morin

Christie LonghurstDene Skylar

Christine Harris

Account ExEcutivEsDonn Holt

Mike FranklinThomas Easton

Dan Cole

Native & Inuit 2010 Yearbook is Published by Van-tage Publishing Group Corp. and distributed free, all rights reserved. Contents and photographs may not be reprinted without written permission. The statements, opinions and points of view ex-pressed in articles published in this magazine are those of the authors and publication shall not be deemed to mean they are necessarily those of Vantage Publishing Group Corp. or other affiliated organizations. The publisher accepts no responsibility for unsolicited manuscripts, photographs, transparencies or other materials.

613-724-9907Web Site: www.native-inuit.com

e-mail: [email protected] Colonnade Road, Ottawa, ON K2E 7J5

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The objective of the First Nation and the Native & Inuit resource magazines is to bring Aboriginal communities together through a posi-tive media. Our Creating Hope for the Future Awareness Campaign highlights programs that have been successful in dealing with issues like suicide, school dropouts, early drug and alcohol use/abuse, teen pregnancy, F.A.S., mental health, and all forms of abuse and learn-ing disabilities. We are now reaching out to our readers through our magazines and through our website.

The magazines are distributed, free of charge, and are read by the leaders and decision makers in Aboriginal and non Aboriginal com-munities, heads of groups and associations, industry leaders, govern-ments, and members of our communities.

Your new website (www.hopeforthefuture.ca) is designed to share information about new, existing, and future prevention, health, social, recreation, and job/career training programs. We also showcase op-portunities in higher learning, upcoming events, conferences, conven-tions, speaking engagements, and anything else that would help your communities with their health, wellness, and prospects to create their own brighter futures.

The aim of all of our activities is to shed light on the positive influences and options available to Aboriginal youth. I look forward to your en-thusiastic participation and support. I encourage you to visit the new website today and share it with someone you know. As always, I invite any comments, ideas, or suggestions. Thank you for caring about your communities and everyone’s future,

Jacques Beauchamp Editor in Chief

contEnts 48 GOING MILES - Dakota House 3 AGENCY CHIEFS CHILD & FAMILY SERVICES & SCOuTS CANADA 11 MY NAME IS BLu 15 THE NATIVE WOMEN’S ASSOCIATION Uniting Voices In A Call For Action 21 TAHLTON DYNO NOBEL Local Knowledge Coupled With Global Explosives Expertise 27 SKILLS CANADA NWT - Providing Opportunities 29 THE ONTARIO FEDERATION OF INDIAN FRIENDSHIP CENTRES 32 THE MARITIME PLAzA HOTEL The Hotel Of Choice For Aboriginal Travellers 33 ADVANCED ExLORATIONS - Big Steps Towards Nunavut’s Future 37 CARLETON uNuVERSITY - AESP Student Profiles 41 BLCS - Celebrating 25 Years 51 RIO TINTO ALCAN - The Haisla First Nation Ratify Historic Agreement 55 THE uNIVERSITY OF MANITOBA - A Degree May Be Closer Than You Think 57 YuKON MINING - Guiding Career Choices Through Training Opportunities 61 CLIFFS NATuRAL RESOuRCES - Considering Responsible Development Of World-Class Chromite Ore Mine In “Ring Of Fire” 63 SCOuTS CANADA - It Starts With Scouts 67 AGNICO EAGLE - Today, Tomorrow, Together Competence and Respect 69 TEMBEC - Agreement Sets High Environmental Standards In Canada’s Boreal 74 PETRO CANADA - Getting The Most Out Of Your Hydrolic Equipment 78 WEECHI-IT-TE-WIN FAMILT SERVICES 83 ALGOMA uNIVERSITY - One Person Can Make A Difference 88 AVALON RARE METALS INC. WINS PRESTIGIOuS PDAC AWARD 90 GRANT MACEWAN uNIVERSITY - Centre for the Arts and Communications 94 THE GIRL GuIDES - Inspiring Girl Greatness 96 CANADIAN REMOTE POWER CORPORATION - The Case For Small Nukes

Fromthe Editor

Editor & PublishErJacques Beauchamp

Former regional police officer

ExEcutivE AssistAntChristine Panasuk

AssistAnt EditorJoyce Li

circulAtion / ProductionJoyce Li

GrAPhics & Artwww.DESIGNit.CA

PrintEd in cAnAdADollco Printing

Production co ordinAtorJonathan Beauchamp

columnistsBarry Morin

Christie LonghurstDene Skylar

Christine Harris

Account ExEcutivEsDonn Holt

Mike FranklinThomas Easton

Dan Cole

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The following shows the dates Scouts Canada facilitators came out the communities:

July 5-9 Big River First Nation Asikwanihk Youth Lodge U-10 Youth Camp. • Coordi-nators Barry Morin, Howard Morin and Curtis MorinJuly 12-16 Witchekan Lake First Nation Chamakes Education Centre U-10 Youth •Camp. Coordinators Janelle Frenchman and Barry MorinJuly 12-16 Pelican Lake First Nation Chamakese Education Centre U-10 Youth •Camp. Coordinators Audrey Thomas and Barry MorinJuly 19-23 Big River First Nation Mistahi Sipiy Elementary School U-12 Youth •Camp. Coordinators Barry Morin, Howard Morin and Curtis Morin

The 3 first nation communities were excited to host the one week youth camps in the month of July.

There were numerous activities planned out for the week which include the following:

Draft up camp rules & regulations that were fol-•lowed by all youth in attendanceDiscuss the positives of what’s happening in the •communitylearn how to overcome challenges from negatives •in the communitylearn the importance in teamwork•Hiking and berry picking•Singing and making presentations around the •camp fireBreakfast under the big top•How to build a fire•How to cook hamburger stew in tin foil•Marshmallows & hot chocolate•Learn the safety and how to paddle a Canoe•Water safety by wearing life jackets during Swimming•Learning and practice how to use a compass•Daily camp clean up•Receiving badges upon completion and participation of Youth Camp•Farewell feast with local community elders•

Mosquitoes played a role in trying to keep everyone from going outdoors, but the orga-nizers made sure there was more than enough of insect repellent to go around during all of the camps. Also, the facilitators made sure everyone had sun screen for protection and avoid skin damage from the sun.

The coordinators, facilitators, and volunteers scheduled daily meetings to address any con-cerns that arose and to make sure everything was prepared for daily youth activities. Back up plans due to bad weather had to be made on some occasions.

Agency Chiefs Child & Family Services have family support program staff that work for the 3 communities. Our family support program staff worked closely with the communi-ties to provide services as required to work with grandparents, parents and guardians to maintain safe and healthy environment for our children.

Witchekan Lake First Nation Family Support Worker Janelle Frenchman•Pelican Lake First Nation Family Support Worker Audrey Thomas•Big River First Nation Family Support Worker Curtis Morin•

Gallery of theMidnight Sun

In the heart of Yellowknife’s Oldtown

Inuit and Dene art • Northern Apparel andouterwear

Northern gifts and souvenirs • Diamond polish-ing demonstrations

Insurance appraisals

867-873-80645005 Bryston Drive,Yellowknife, NT X1A 2A3

Fax: 867-873-8065 • [email protected]

Monday to Saturday 10:00-6:00

Sunday 12:00-5:00

Authentic Canadian Diamonds

continued from page 3

continued on page 9

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The 3 communities worked closely together in the planning and the delivery of the youth camps. Many parents, guardians and grandparents stopped in every morning to say greetings to the facilitators and had coffee.

Thanks to our cooks that always had coffee made, meals snacks prepared for the youth and camp staff. Our cooks prepared nutri-tious meals as requested by SCOUTSabout facilitators. They also cooked home-made stews served with bannock and lots of fruit snacks for dessert.

Sandra Whitehead • Nancy Netmaker • Hellen Witchekan

The Youth Camps were a success and special thanks to all our com-munity elders for their guidance to give thanks to our Creator every day and to look after one another.

The facilitators did an excellent job coordinating and leading our volunteers to deliver the SCOUTSabout program. The facilita-tors got our kids excited every day from start to finish of the Youth Camps. Here are some of the big words to best describe the deliv-ery of the program activities:

Fun • Discipline • RespectCulture • Learn • Play

Education • Share • TeamworkSafety • Honesty • Fair

Thank you facilitators for coming out to our communities. Our kids want you back next year.

The Agency Chiefs Child & Family Services are very proud of the kids, parents, and guardians that registered and came out for the 2010 Youth Camp Adventure.

We are always looking forward to working as partners with other professional organizations to deliver the best youth programs for our agency. Furthermore, we are in the process to have SCOUT-Sabout program be part of our future planning to set up annual organized youth activities to promote safety, leadership, teamwork, and fair play for the betterment of our communities. 2010 Youth Camps adventures will be remembered forever from all partici-pants in our Agency.

In closing, it is very important to have scouting mission statement be part of closing this article.

“The mission of Scouting is to contribute to the educa-tion of young people, through a value system based on the Scout Promise and Law, to help build a better world where people are self-fulfilled as individuals and play a construc-tive role in society”.

Take care,Barry Morin - Prevention ProgramAgency Chiefs Child & Family Services


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Peter Kiewit Sons Co., one of Canada’slargest heavy civil and industrialconstruction contractors, has served theCanadian construction market for morethan 60 years.

THE POWER OF PARTNERSHIPS.

We have established key partnerships withAboriginal groups who have madesignificant contributions to our workforceand business development initiatives as wework in their Territories. Through jointventures with these groups, we havesuccessfully completed some of the largestand most challenging projects in Canada.

Peter Kiewit Sons Co.11211 215th StreetEdmonton, AB T5S 2B2(780) 447-3509(780) 447-3202 fax

Peter Kiewit Sons Co.10651 Shellbridge Way #120 Richmond, BC V6X 2W8 (604) 278-3331 (604) 278-5729 fax

Peter Kiewit Sons Co.100 – 2103 Airport DriveSaskatoon, SK S7L 6W2COMING SOON!

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Hello my name is Barry Morin Jr aka “BLU”, I am from the Big River Cree Nation Saskatchewan. First

and foremost, I feel it is important to tell the truth of my past experiences, I first got into hip hop music while I was in re-hab for solvent & drug abuse addiction. According to my parents, I was close to death always getting high from huffing gasoline until my parents decided I needed help by sending me to a 6 month reha-bilitation centre for youth in Slave Lake Alberta.

While at re-hab, I met some youth counsellors who had their own music recording studio and helped me to make my first song. I was inspired by the music after knowing that I could also make my own beats, and for that it played a role to bring me out of my addictions from drugs and solvent abuse. Also while in re-hab, I lost one of my closest friends back at my home rez and it is the inspiration one of my songs titled left behind from my CD Album R3ZLIFE.

When I came home, I have to admit it is the music that kept me strong to continue to battle against my drug addiction and especially from peer pressure. I realize now that the Creator gave me a second chance and I am making the most of it through creat-ing music beats and writing lyrics that have an impact on others in life. I was nominated for 2 awards (Best Debut Artist of the year & Best Hip Hop Recording) at both events, the prestigious Native American Music Awards hosted in Niagara Falls New York and Aboriginal Peoples Choice Music Awards hosted in Winnipeg Manitoba in 2008. I was not disappointed for not winning at the awards; I was honoured to go to the NAMMYs especially perform-ing in front of a large crowd and live TV at the Seneca Casino to represent the new movement Native Hip Hop in Canada www.votenative.com. I told my pops that win or lose at the aboriginal people’s choice music awards, “I just want my music heard” www.aboriginalpeoplesawards.com. continued on page 13

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Points North landing, Sask.

Bus: (306) 633-2137 ext. 232Fax: (306) 633-2152

Email: [email protected] 7000, la Ronge, Sask., S0J 1L0

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I have a dream of becoming a successful Aboriginal Hip-Hop Artist/Producer. I have already started on this dream; whenever I can find time I write songs and love to sing/perform in front of people. My music is about my personal experiences growing up on the reservation. My hopes are that my music helps others in difficult situations especially youth, I enjoy helping my friends as I believe my music will impact the younger generation, because it worked for me. I truly believe that “music is therapy”. I have reached some people through singing about fam-ily, friends, addiction-recovery and much more. I like to encourage youth not to give up with their goals and go after their dreams. It is very important meeting people as it gives me an opportunity to hear their stories and learn from them about their experiences.

Through writing my story on this article, I feel that I could share what my dream has done for other youth and what it has done for me and through music. I chose the path to create music because it saved my life and with the guidance of the Creator it would be an honor to alsoreach out and help someone. I have attended many youth confer-ences and have gained a lot of knowledge how youth deal with their struggles and overcome challenges. More than ever I like to be inspired by them or vice versa.

In closing, I would like to thank Vantage Publishing Group for in-viting me to share an article for all of you readers out there. I would like to also take this opportunity to thank my fans for encouraging me to go on with my music.

Much love and respect to all, keep yo’ head up, peace…BLU

Email: [email protected]: http://www.myspace.com/r3z1nc


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2010 marks a year for collaboration and change. Building on new partnerships and engagement with federal, provincial and territorial governments through the Aboriginal Affairs Working Group, meeting with the Ministers of Status of Women, and most recently, the Con-ference of the Federation meeting with the Premiers in August, 2010, the Native Women’s Association of Canada (NWAC) has developed an Action Plan for Aboriginal Women. This framework for action has been shaped by the immediate need for investment is resources to support the physical and mental health needs of Aboriginal commu-nities, as well as the goal to advance the social health and wellbeing of women, girls, families and communities.

While there have been great efforts in recent years to invest and achieve better outcomes for Aboriginal peoples, much of the policy and investment is based on models that have not worked. NWAC’s Action Plan for Aboriginal Women focuses on responding to needs based on the current jurisdictional framework and divisions of power within the Canadian state. This is a realistic and collaborative approach that builds on the knowledge, expertise and understanding of the needs of First Nations, Métis and Inuit peoples that comes from the five National Aboriginal Organizations (NWAC, AFN, ITK, MNC, and CAP), and calls on the federal, provincial, and territorial govern-ments to commit to targeted investment and policy change.

continued on page 16

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An Action Plan for Aboriginal Women

A life cycle approach to rebuilding families and communities is at the core of the education and outreach work of NWAC, as well as the policy areas and action or activities that NWAC believes will have the greatest impact for Aboriginal women. The goal of NWAC’s Action Plan for Aboriginal Women is to achieve better outcomes for Aboriginal women, families and communities and is built on the following three pillars:

1) Ending violence against Aboriginal women and girls2) Economic Development3) Education

However, to achieve these goals, NWAC has identified guiding principles to ensure equal outcomes for Aboriginal women and girls, as well as men and boys. The following guiding principles support the development of the Action Plan:

Equality:• Based on a culture and gender equality approach, this goal assumes that women and men, boys and girls should, where possible, have similar access to resources and opportuni-ties and experience similar outcomes. Opportunity and Choice:• Aboriginal women and girls must have the opportunity and choice to choose a life path and have the choice to pursue it.Full and Active Participation:• The goal of full and active participation aims to ensure that all Aboriginal women are able to participate in society as they choose and are not limited or

constrained by discrimination (either direct or indirect), lack of opportunity or lack of adequate support. Adequate Resources:• Resources can include money, adequate time, education, health care, and support. Aboriginal women and girls should have adequate resources that are not linked to their dependency on another person.No Discrimination:• The right to be free from discrimination is guaranteed in Canadian Charter of Rights and Freedoms; however, to expand on the rights guaranteed through the Constitution Act, this goal incorporates both direct discrimi-nation and discrimination through structures or systems that limit access to services based on identity, geography, or lack of culturally sensitive services.Society that Values the Contribution of Aboriginal Women:• For the contribution of First Nations, Métis, and Inuit women to society to be truly valued, value and recognition needs to oc-cur at an individual, family, community, regional and national level. This needs to incorporate the contribution Aboriginal women make through unpaid work (such as raising children, caring for Elders, and building strong families and communi-ties) and equal value acknowledged and reflected in paid work.

Under each of the three pillars, NWAC has identified opportuni-ties and developed recommendations for meaningful change. From targeted investment in health and social services to respond to women and families who are victims of violence, to equitable fund-ing opportunities for Aboriginal women in business, to increasing the participation of women in leadership and decision making roles in the education system, Aboriginal women are key to the success of future generations.



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As leaders on this journey of change, NWAC is also committed to taking a stand. Addressing the socioeconomic disparities, poor educational outcomes and issues of violence against Aboriginal women and girls is a complex and complicated en-deavor; one that neither Canada nor NWAC can achieve in isolation. It is for this reason a coordinated federal, provincial and territorial Action Plan for Aboriginal Women is necessary. NWAC is committed to achieving equal outcomes for all Aboriginal women, recognizing distinct cultures, traditions, and identities. As a collective voice for Aboriginal women from coast to coast to coast, we believe this Action Plan is a building block for change.

Taking Action in Your CommunityIn order to address the issues of violence, health and mental health chal-lenges in our communities, poverty, and challenges in achieving higher education, we must all take a stand. In effort to address the root causes of violence, the Native Women’s Association of Canada (NWAC) is encour-aging communities to take action by hosting a Sisters In Spirit Vigil on October 4th 2010.

2010 will mark the fifth year of the Sisters In Spirit Vigils. Over the last five years Sisters In Spirit vigils have evolved into a movement for social change. With 11 communities coming together in 2006, the annual SIS vigils have grown to 72 across Canada in 2009. While this year the federal government has taken the positive step to address violence against Aboriginal women by investing ten million dollars over a period of two years, there has yet to be an announcement for how these funds will be allocated. With the reality of disproportionate levels of violence impacting Aboriginal women, families and communities, we call on communities to take a stand. On October 4th, we must honour strength and love of families and communities who suffered the loss of a sister, daughter, mother, grandmother or friend and demand that all levels of government (municipal, provincial and federal) take action to end violence against Aboriginal women and girls.


Agnico-Eagle is committed to creating economic prosperityfor our stakeholders in a safe, socially and environmentallyresponsible manner.

Operating safely does not come easily and requires contin-uous diligence by all. In 2008, we worked to bring our cor-porate safety culture to our Meadowbank mine in Nunavut.This involved adapting new and proven health and safetyprograms including emergency response training, develop-ment and training on safe job procedures and ensuring thatthe required resources were in place to empower our peo-ple to operate safely.

From exploration to mining, we strive to preserve and pro-tect the unique environment and wildlife of the region. Aswe explore and build at Meadowbank, we have redirectedroad construction so as not to disturb the nesting habitats ofmigratory birds. We are also taking precautions to protectthe fragile tundra. For example, using helicopters to movedrills between sites.

By treating people well and engaging with the local com-munity, we strive to build relationships based on trust, opendialogue, mutual respect and understanding. We are com-mitted to enriching the lives of our employees and their fam-ilies and to benefiting the local Nunavut community.

We not only recognize the importance of honouring the Inuitculture, but also the importance of working with the com-munity to help it achieve its objectives in a sustainablemanner.

We look forward to continuing our strong relationship withthe Nunavut community by not only mining resources, butproviding resources as well.

meadowbank 9/29/10 10:49 AM Page 1

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Agnico-Eagle is committed to creating economic prosperityfor our stakeholders in a safe, socially and environmentallyresponsible manner.

Operating safely does not come easily and requires contin-uous diligence by all. In 2008, we worked to bring our cor-porate safety culture to our Meadowbank mine in Nunavut.This involved adapting new and proven health and safetyprograms including emergency response training, develop-ment and training on safe job procedures and ensuring thatthe required resources were in place to empower our peo-ple to operate safely.

From exploration to mining, we strive to preserve and pro-tect the unique environment and wildlife of the region. Aswe explore and build at Meadowbank, we have redirectedroad construction so as not to disturb the nesting habitats ofmigratory birds. We are also taking precautions to protectthe fragile tundra. For example, using helicopters to movedrills between sites.

By treating people well and engaging with the local com-munity, we strive to build relationships based on trust, opendialogue, mutual respect and understanding. We are com-mitted to enriching the lives of our employees and their fam-ilies and to benefiting the local Nunavut community.

We not only recognize the importance of honouring the Inuitculture, but also the importance of working with the com-munity to help it achieve its objectives in a sustainablemanner.

We look forward to continuing our strong relationship withthe Nunavut community by not only mining resources, butproviding resources as well.

meadowbank 9/29/10 10:49 AM Page 1

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To maximize the value of their natural resourc-es, the Tahltan Nation Development Limited Partnership has chosen to partner with Dyno

Nobel Inc. in order to share experience, skills train-ing, product knowledge, and resources.

Dyno Nobel is no stranger to the Canadian North and is the largest supplier of drilling, blasting and explosives products and services in this uniquely challenging environment. The Tahltan Dyno Nobel partnership will be part of the specialized network established by the Tahltan Nation Development Limited Partnership. The partnership will connect members of the Tahltan First Nation with a rich history of provid-ing innovative and reliable solutions to the mining and construction industries, as well as expertise in the latest innovations in electronic blast initiation systems, emulsion technologies and explosive deliv-ery systems.

The Tahltan Dyno Nobel partnership facilitates reciprocal expertise with regard to resources and capabilities and offers the most reliable and efficient:

Explosives Products and Delivery Systems •People, Process and Application Services •

Full Drill and Blast Services or “Rock on Ground” packages •through Dyno Nobel’s subsidiary, dnx Drilling

Blasting requires a higher level of expertise than ever before due to the advanced technology and increased health, safety, and environ-

mental requirements. Few industrial explosives companies worldwide have a more extensive history of product safety engineering and services than Dyno Nobel. Beginning with the development of safer explosives by Alfred Nobel, Dyno Nobel has played a major role in evolving safety management in the global explosives industry.

Today, Dyno Nobel’s heritage reflects this core value through comprehensive health, safety, and environmental management systems and industry benchmark safety performance as measured by employee incidents, blasting incidents, and process safety incidents. Dyno Nobel customized the Det Norske Veritas (DNV) International Safety Rating System (ISRS) to provide a set of guidelines to develop a best practice in Health Safety and Environmental Management Systems. This commitment to Zero Harm illustrated by specific measurement goals applies throughout the company and extends to our customers.


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Blasting safety, a cornerstone metric of the Dyno Nobel services group, will be shared with Tahltan Dyno Nobel. With safety at the forefront of product stewardship, Dyno Nobel’s technical service group aids in the application training and management of our blasters and provides services to customers.

To ensure exposure to potential occupational health hazards is minimized, Dyno Nobel will share our control systems that moni-tor chemical, noise, radiation, illumination, vibration, temperature extremes, biological, ergonomic and stress hazards. Monitoring these systems verifies that hazards are controlled within accepted standards. Records are maintained in accordance with local regula-tions. Employees of Tahltan Dyno Nobel will receive periodic training and information on awareness, identification, assessment, and control of health hazards. All of Dyno Nobel’s health hazard programs meet regulatory requirements.

Tahltan Dyno Nobel trusts Dyno Nobel’s sustainable development model which has six key sustainability ele-ments: Safety, Health, Com-munity Safety, Environment, Social Responsibility, and People. Dyno Nobel has ad-opted sustainability principles embodied in industry codes and standards, including the

ICC Sustainable Development Charter, the ICMM Environmental Code and the Minerals Council of Australia Environmental Char-ter. Also, the company is guided by Global Reporting Initiative (“GRI”) guidelines to provide a balance and reasonable review of Dyno Nobel’s sustainability performance. Recent recognition of the company’s efforts in sustainability include, for example: dnx Drilling operations at the Diavik Diamond Mines (North America) received Rio Tinto’s “Safest Contractor Award” in 2007; and GE Infrastructure awarded Dyno Nobel with a Return on Environ-ment Award which recognizes customers who significantly surpass and improve environmental goals while balancing industrial demands. Dyno Nobel has also won the coveted Shingo award for Excellence in Manufacturing. Considered the Nobel Prize of manufacturing by Business Week magazine, this prestigious interna-tional award was presented to Dyno Nobel and 15 other recipients, in recognition of world-class achievements in manufacturing, qual-ity, productivity and customer satisfaction.

Dyno Nobel shares the Tahltan Nation’s desire to protect and preserve the environment and is committed to continuous im-provement in environmental performance. Dyno Nobel has an integrated approach to environmental management and requires all areas of business management to include environmental consider-ations in their application.

Tahltan Dyno Nobel will have access to the expertise of Dyno Nobel’s highly trained technical blasting engineers who utilize the latest generation of blast design software to improve blasting re-sults, provide complete documentation and record keeping, analyze blasting results, and compile total costs.

Dyno Nobel has also won the

coveted Shingo award for

Excellence in Manufacturing.

Considered the Nobel Prize

of manufacturing by Business

Week magazine

Louisiana-Pacific Canada Ltd.507 Place D’armes, Bureau 400,

Montreal, PQ H2Y 2W8

514.861.4724 poste 281Téléc: 514.861.5477

www.lpcorp.com

PUBLICSECURITY DEPT.

P.O. Box 60,WaskaganishQC, JOM 1RO

Phone:819-895-2166Fax: 819-895-8901



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KEPA TRANSPOST INC.Transport Jacques Legault inc.

Eeyou Transpost ltée

Tel.: 819.874.0262Fax: 819.874.6073

1957, 3e AvenueVal-d’Or (Quebec) J9P 7B2

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Dyno Nobel is known for having some of the most highly trained blasters in the world and we will share our shot loading techniques and safe blasting processes and procedures with the Tahltan Dyno Nobel partnership. Dyno Nobel risk management programs and methods will be used to measure and reduce ground vibration, airblast, and flyrock. Our blasting engineers will teach the latest methods to improve overall productivity and profitability and can provide various levels of blaster training, safety training, product failure mode analysis, blast design and control techniques. Dyno Nobel is the only global explosives manufacturer exclusively focused on providing a complete line of commercial explosives that are recognized as some of the most reliable and innovative available. Tahltan Dyno Nobel will have access to:

• Ammonium Nitrate • Detonating Cord • Bulk Emulsion • Seismic Exploration Explosives • Packaged ANFO • Loading Equipment • Packaged Emulsion • Detonators (Electric, Nonelectric & Electronic) • Dynamite • Cast Boosters

Dyno Nobel has been manufacturing bulk explosives sur-•face and underground products and their associated delivery systems for decades in the Canadian north. This experience provides Dyno Nobel with the skills required to train Tahltan Dyno Nobel employees in the operation of underground load-ing equipment in this environment. In addition:Dyno Nobel’s Smartshot® electronic detonators are currently •being used at two other Northern mining customers with tremendous success.Dyno Nobel’s office in Yellowknife, staffed with local residents, •

means its personnel and resources are closest to the mine.Dyno Nobel’s storage facility in Yellowknife is the largest of •any explosives supplier operating in the north.Dyno Nobel, through its dnx Drilling subsidiary (located in •Yellowknife), is uniquely positioned to satisfy any surface drill-ing needs as well as explosives requirements.Dyno Nobel uses its wholly-owned subsidiary, Dyno Nobel •Transportation, to haul packaged products and accessories to our staging location in Yellowknife. Winter road freight service is provided by RTL Robinson Enterprises Ltd, a Yellowknife-based freight company.

With the partnership of Tahltan Nation Development Limited Partnership and Dyno Nobel, a rich history of providing safe and reliable solutions to the mining and construction industries will continue. From 1984 until 2005, Dyno Nobel was owned by a Norwegian-based explosives company established in the 1800’s that ultimately combined the world’s most competent explosives companies into a single global organization. New owners sold parts of the business at the end of 2005 and now, Dyno Nobel operates primarily in North America and Australia with planned expansion in Latin America later this year, as well as focused re-entry into other selected international markets.

Today, this wealth of explosives expertise is embedded in over 3,600 Dyno Nobel employees and more than 36 manufacturing facilities where producing effective explosives products and provid-ing professional blasting services with an emphasis on safety is our legacy and our future. We are keen to share our expertise with the Tahltan Nation Development Limited Partnership through our new partnership, Tahltan Dyno Nobel.

BUILDING PARTNERSHIPS WITH ABORIGINAL PEOPLES ACROSS CANADAIn partnership with Dyno Nobel:2010 Tahltan Nation as Tahltan Dyno Nobel — British Columbia2009 Yellowknives Dene First Nation’s Deton’cho Corporation — Northwest Territories2009 Lutsel K’e Dene First Nation as Dene Dyno Nobel — Northwest Territories2008 Sakku Investments as Qaaqtuq Dyno Nobel — Nanavut, Kivalliq Region2001 Lutsel K’e Dene First Nation as Denesoline Western Explosives — Northwest Territories, Kitikmeot Region

In Partnership with Dyno Nobel’s Joint Venture — Newfoundland Hard-Rok:2010 Kawawachikamach Innu First Nation, and the Sheshatshiu Innu First Nation as Innu Namesu — Newfoundland/Labrador2008 Sheshatshiu Innu First Nation as Maskuau Ashini — Newfoundland/Labrador

GUILDE CANADIENNE DES MÉTIERS D’ARTCANADIAN GUILD OF CRAFTS

1460, rue sherbrooke OuestSuite B, Montréal, Québec H3G 1K4

Tél.: (514) 849-6091Fax: (514) 849-7351

[email protected] • www.canadianguild.com

Suite 1103-750,West Pender St

Vancouver, BC V6C 2T8

604-689-7644

ALMADENMINERALS LTD.


26 nAtivE inuit 27

26 nAtivE inuit 27

When you grow up in a smaller community, sometimes it’s hard to

figure out what you want for your future. Maybe everyone expects you to make certain choices but you don’t know if it’s what you want. Maybe you have a general idea of what you’d like to do, but you don’t have any way to try different things and see what you like best. Maybe you don’t believe you can do the thing you want to do.

At Skills Canada NWT, we believe in dreams. By partnering with schools, communities, and local governments, we try to create oppor-

tunities for youth to succeed in skilled trades and technology activities.

Here are a few of oursuccess stories:

Miranda Kowana from Aklavik won gold in carpentry (secondary) at the Beaufort Delta Regional Skills Com-petition in February 2010. She moved to Inuvik for school and got ready for the Territorial Skills Competition in Yellowknife, where she won gold again!

Miranda is shown here competing at the Canadian Skills Competition in Waterloo, Ontario, where she and Tara Lynn Andrew of Inuvik (post secondary) were the only two female competitors in carpentry this year.


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In Fort Simpson, Nikita Larter was one of the youngest people from the NWT to advance to the Canadian Skills Competition. Competing in graphic design, she started getting involved through the Graphic Design Skills Club at Thomas Simpson School. She competed in the Territorial Skills Competition in April, where the judges noticed good skills and great potential – which explains

her gold medal and place on Team NWT at the Canadian Skills Competition.

Another success story from Inuvik is Douglas Sittichinli. Douglas’ first experience with Skills Canada NWT was through the baking Skills Club at Samuel Hearne Secondary School. He competed in the Beaufort Delta Regional Skills Competition in 2010, where he won gold and advanced to the Territorial Skills Competition. He took home another

medal from the territorial competition, this time silver. Most of all, he was doing what he enjoyed.

These are just a few of the NWT youth who are enjoying their experiences with Skills Canada. If you want to find out how you can get involved and be one of them, contact us for more information. If you’re from another province or terri-tory, contact the Skills Canada office in your region – there’s one in every province and territory!

Skills Canada NWT Tel.: (867) 873-8743 • Fax: (867) 873-8197

[email protected] • www.skillscanadanwt.org

Skills Canada YukonTel.: (867) 668-2709 • Fax: (867) 668-2704

[email protected] • www.skillsyukon.com

Skills Canada NunavutTel.: (867) 975-6574 • Fax: (867) 975-6572

[email protected] • www.skillsnunavut.ca


28 nAtivE inuit 29

The Ontario Federation of Indian Friendship Centres (OFIFC) is an urban Aboriginal organization representing the collective interests of twenty-nine member Friend-

ship Centres located in towns and cities throughout Ontario. The primary mandate of OFIFC is to advocate on behalf of its member Friendship Centres with respect to issues of collective concern; to administer programmes delivered in Friendship Centres, and to assist member Friendship Centres with service, programme delivery and community development.

The vision of the Friendship Centre movement of which the OFIFC is a part is “to improve the quality of life of Aboriginal people living in an urban environment by supporting self-determined activities which encourage equal access to and participation in Canadian Soci-ety and which respects Aboriginal cultural distinctiveness.”

The OFIFC is dedicated to achieving greater participation of all Ab-original people (Métis, First Nation/Status Indian, Inuit and people who identify as Aboriginal) in all facets of society regardless of their location of residence within the province of Ontario. To help achieve this, OFIFC administers a number of programmes and initiatives related to areas such as health and wellness, justice, family support,

children and youth, education, and employment skills development and training. As well, the OFIFC is involved in a number of policy and research activities which promote and support the service de-livery activities of our member Friendship Centres while keeping in mind the needs of the urban Aboriginal community at large.

Kanawayhitowin –Taking Care of Each Others Spirit

RoseAnnaWhen I was growing up, violence in my community was not uncom-mon and many of us were de-sensitized to woman abuse. Few people spoke out against abusers and there was not very much support for vic-tims of domestic abuse. Personally, I witnessed violence first hand start-ing from my grandmother, mother, myself and eventually my daughter; we were all victims of inter-generational abuse. Today, there are various programs that allow people to speak out and find support, and this is major step forward in breaking the cycle of abuse. I am a facilitator for a program run by the Ontario Federation of Indian Friendship Centers (OFIFC) called Kanawayhitowin. Kanawayhitowin is a Cree word which translates into “taking care of each other’s spirit”.


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30 nAtivE inuit 31

An important part of the Kanawayhitowin campaign is educating people on recognizing the signs of violence. These signs can be physical, such as black eyes and bruises which are easier to identify right away. However, emotional signs are harder to notice and this campaign outlines in detail what some of these can be on their website: www.kanwayhitwoin.ca. In my experience, I was nervous when my abusive partner was around and became increasingly shameful as a result of the abuse. Victims of abuse often feel like the violence is partly their fault which leads to feelings of shame, depression and even substance abuse as a way to cope.

If you’re a child it’s important that you have the power to stand up against violence; you can talk to teachers, counsellors and other people and be protected, and take care of each other’s spirit. If there are any women out there experiencing violence, get help, it’s there.

RavenFor me to even tell my mom I was being abused by my partner was totally out of the question. There was no way I was going to tell my mom, and there was no way I would tell my friends. My mom and I have a very close relationship and we always have. Eventually when I did speak up, the ball started rolling towards my overcoming an abusive rela-tionship. You need someone to ask if this is right; someone to see the signs and ask you questions.

Some of the warning signs include: she may be apologetic; make excuses; can be aggressive or angry; she may be nervous in front of him; may be quiet; will be sick more often; will miss work; may cover bruises; will cancel plans frequently; there may be a change in appearance; she may wear bag-gy clothes; and she won’t wear makeup anymore.

It takes a lifestyle change to overcome an abusive relationship. I can see now the generational effect within my family with domestic violence; my mom broke free from the cycle of violence and started communicating better with us. She was healing and trying to find better ways to cope in her life.

It is up to friends and family members to be aware of the signs of abuse and help victims take the first step. It’s often victims of abuse who find it difficult to admit what is happen-ing to them or are afraid for their well-being if they speak up against their abuser. Provid-ing a support system for these women and men is vital to break free from the cycle of domestic violence.

The KanawayhitowinProgrammeThe teaching behind Kanawayhitowin pro-gram states that when we are born our spirits are pure and whole. As we journey through

our time on earth, our spirit may encounter abuse and neglect. Every-one has the right to have their spirit protected, and the responsibility to take care of the sacredness of life. Kanawayhitowin is an Aboriginal campaign to raise awareness about the signs of woman abuse in our communities, so that people who are close to an at-risk woman or abusive man can provide support.

The OFIFC provides administrative support and management for Kanawayhitowin. In addition they take direction from the Provincial Aboriginal Expert Panel which includes a Traditional Elder. The Expert Panel advises on all promotional materials developed, training outlines, evaluation designs and policy and programme considerations.

Please visitwww.kanawayhitowin.ca


Amember of the Tidan hotel group, the Hotel Maritime Plaza stands out for its helpful staff and impeccable service, and the unique charm of its

guest rooms and conference facilities.

A favourite of First Nations from across Quebec, the hotel is rated 4 stars for service and located in the heart of downtown Montreal, at the corner of Guy Street and René-Lévesque Boulevard West. That means it’s just steps away from Crescent Street and its nightclubs, St. Cath-erine Street and its incredible shopping, the Bell Centre, festivals, restaurants, museums and a long list of other Montreal attractions.

The Hotel Maritime Plaza gives preferred service to aboriginal guests. In addition to preferential rates, it pro-vides distinctive services. Starting with the warm welcome given by the hotel’s highly qualified multilingual staff, the hotel makes every effort to make your stay special.

EXCEPTIONAL ROOMSThe Hotel Maritime Plaza’s 214 rooms have been de-signed with care to be suitable for any kind of stay. They are decorated and equipped to ensure comfort, well-being and complete relaxation.

Guests particularly appreciate the rooms’ classic furnish-ings and top-notch accessories. Several rooms even have down pillows and comforters, adding a warm, elegant touch that guarantees supreme relaxation. Furnished to be ideal for business travellers, the Hotel Maritime Plaza’s rooms all include wireless Internet access, a telephone with voicemail, a television set, and a safe large enough to hold a portable computer.

In a word, the rooms are everything a traveller could ask for, making the hotel the top choice for aboriginal visitors to Montreal.

A FULL RANGE OF SERVICESThe Hotel Maritime Plaza offers a full range of services to meet guests’ every need: dry cleaning, laundry, answer-ing service, wake-up calls, and information about culture and the arts. Guests also have access to a business centre, a heated indoor pool, a gym, indoor parking and conve-nient storage for luggage.

Guests invariably enjoy a visit to Le Beau Rivage bistro or the hotel bar.

EXCEPTIONAL MEETING ROOMSThe eight conference rooms in the Hotel Maritime Plaza are equipped for exceptional comfort. No matter what the meeting’s purpose or complexity, the hotel’s highly qualified staff will guide you through every step of the planning process to ensure a successful event.

Be it a business meeting, training workshops, a banquet, a product launch or a social event, the hotel’s facilities can be adapted to create just the right atmo-sphere. Since most of the rooms are located on the mezzanine level, they are highly accessible. They also provide all the privacy you need.

Famous for its circular shape and 360-degree windows, Salon Grand Mât provides a distinctive ambiance ideal for banquets, receptions, wine tastings, weddings and special-theme business meetings.

JUST FOR FIRST NATIONS GUESTSBecause the Hotel Maritime Plaza is determined to continue being the pre-ferred destination for aboriginal travellers, the hotel offers special rates for First Nations guests.

A luxurious room with wireless Internet access, free access to indoor parking, a daily newspaper delivered to the room and free local phone calls is just $119 per night plus tax.

TO CONTACT THEHOTEL MARITIME PLAZA HOTEL

Reserve now to take advantageof this exceptional offer!

Hotel Maritime Plaza direct line: 514 932-1411Fax: 514 932-0446 • Reservation hotline: 1 800 363-6255

E-mail: [email protected]

HÔTEL MARITIME PLAZA,1155 GUY STREET

MONTREAL, QUEBEC H3H 2K5

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32 nAtivE inuit 33

It was likely the first meeting in the history of the hamlet of Hall Beach on the Melville Peninsula where the three languages, Inuktitut, Chinese and English were spoken, but perhaps not the last. In early August, resource development company Advanced Explorations Inc. (AEI) brought a delegation of China’s XinXing Pipes Group

to site. Here, the Beijing-based potential strategic partner to AEI wanted to inspect the promising iron ore develop-ment at the company’s Roche Bay and Tuktu magnetite deposits. Their trip from half way around the world also gave them the opportunity to meet with community officials to discuss the various development opportunities. The

Hamlet was represented by the Mayor of Hall Beach, two councilors, two local members of the Qikiqtani Inuit Association (QIA) and the sitting President of the Hunters & Trappers Association (HTA). Advanced Explorations is working together with the local leadership to create a common vision of responsible project development. All three parties are aware of the need for sustainable development of the area and thus, everyone is eager to see the project move forward.

Advanced Explorations is

working together with the

local leadership to create

a common vision of

responsible project

development.


inuit 35 34 nAtivE

MEMBERTOUBAND

COUNCIL

111 Membertou Street, Sydney, N.S. B1S 2M9

Tel.: (902) 564-6466 • Toll Free: 1-800-617-6466Fax: (902) 539-6645 • www.membertou.ca

MEMBERTOU BAND CORPORATE DIVISION1969 Upper Water Street

Purdy’s Wharf, Tower 2, Suite # 1703, Halifax, N.S. B3J 3R7

Tel.: (902) 429-5445 • Fax: (902) 429-5461

EASTMAINRESOURCES INC

Exploration Office

834572, 4th Line Mono Township RR#1Orangeville, ON L9W 2Y8

519-940-4870

547 Meloche, Dorval, QC H9P 2W2

Administration: 514-636-9445Reservations: 800-361-2965Charter Sales: 800-661-5850

www.airinuit.com

inuit 35

After making tremendous progress on the Roche Bay iron ore deposit since 2007 and discovering the nearby Tuktu deposit in 2009, Advanced Explorations initiated a field program in 2010 that included the identification and staking of precious and base metal opportunities on the Melville Peninsula. With the help of diligent metallurgical testing, the company was also able to evaluate alterna-tive development scenarios to the proposed iron nugget operation. The high quality iron concentrate that can be produced from the Roche Bay ore results in a product that can be sold directly into the seaborne iron trade market significantly increasing potential cash flow to the project with what is likely to be only a minimal increase in capital cost. Exploring these alternative development options could also mean that a Roche Bay mine would provide a simpler permitting process.

These significant findings helped to further raise awareness of the project and added to its existing appeal to investors and the local community and governments alike. The project’s excellent location at a natural deep water harbour is the key to multiple logistic effi-ciencies and cost-savings. Additional land acquisitions on the Mel-ville Peninsula added more value to the existing asset which could potentially increase the life of mine at Roche Bay even further.

Both company and community share an evolving vision of prosper-ity and development in Nunavut with every milestone, a vision now being shared directly in China. Together, they are shaping the promising future of Canada’s North.

34 nAtivE

P. O. Box 429, Rankin Inlet, Nunavut X0C 0G0

Phone: (867) 645-2600Fax: (867) 645-2538 • [email protected]

Pulaarvik Kablu Friendship Centre


36 nAtivE inuit 37

Hélicoptèrs Whapchiwem Limitée

Whapchiwem Helicopters Limited

C.P. 699, Radisson (Québec) J0Y 2X0

Tel.: (819) 638-7904fax: (819) 638-7424

WWCCWW

36 nAtivE inuit 37

In September 2009, Teevi Mackay from the Inuit territory of Nunavut, and Kris Odjick of Kitigan Zibi, a First Nations com-munity (located in Quebec) commenced their first year of studies

at Carleton University in the Aboriginal Enriched Support Program.

Teevi and Kris registered in two university-credit courses of their choice, and the AESP Aboriginal Studies first year seminar course (the required course for all AESP students). Both also registered in two course work-shops directly related to their elective courses. AESP workshops are designed to help students develop study habits and help prepare them for final exams. AESP provides students with academic supports that include academic advisors, course facilitators, writing coaches, and peer mentors.

Both Teevi and Kris are parents to young children and have success-fully completed their first year of university studies with AESP. Upon completing AESP, Teevi earned admission to a Bachelor of Journal-ism/Political Science and Kris was admitted to the B.A. Honours in Sociology with a minor in Anthropology. They kindly agreed to share with us their experiences as AESP students:

Q: How did you hear about the Aboriginal Enriched Support Program at Carleton University?

TM: I heard about the Aboriginal Enriched Support Program through the Inuksuk High School Counsellor in Iqaluit, Nunavut.

KO: A friend of mine who is involved with the program gave me a heads up about the program and described to me how it all worked. It was appealing to me to attempt a return to school with the help and resources the program offered.

Q: As current AESP students at Carleton University, can you tell us what some of the challenges are as a first year university student?

TM: One major challenge was getting acquainted with the Univer-sity campus and learning about and using all the resources that are available. It is important to take advantage of these resources since they help you succeed academically.


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38 nAtivE inuit 39

KO: Time management is a big one. It is easy to let yourself procrastinate a bit between crunch periods. I’ve found that the trick is to stay on top of things and not allow yourself to fall behind.

Q: What were some of your fears and how did you overcome them?

TM: I feared the challenge of meeting the expectations of university work and managing my time accurately. I overcame these challenges by staying on top of my work and spending much of my free time at the library.

KO: I was afraid of moving away from home and failing. I overcame the fear of leaving by telling myself that this was for the best long-term for me. And overcoming the fear of failing was easily remedied by working hard and getting that first good grade. After that, the fear of failure virtually disappeared.

Q: How does having an Aboriginal professor for your First Year Seminar course in Aboriginal Studies impact your experience as a university student?

TM: Having an Aboriginal professor makes a differ-ence because there is a mutual understanding of where we come from. Also, I feel more comfortable discussing Aboriginal topics amongst people who share the same cultural values as I do.

KO: Having an Aboriginal professor teaching an Aboriginal History class makes the information being taught more credible in my eyes. Our professor makes the material engaging and “real” and doesn’t give the sense that he is just relaying information from a textbook. The fact that he is Aboriginal allows for a perspective that we would not get from a non-native professor teaching the same material. He also has a sincere desire to see us do well in our university endeavours, and that is reassuring to a new student.

Q: What advice would you give to students who are considering Carleton University and the AESP program?

TM: I advise anyone considering the AESP program at Carleton University to make sure they are ready to read, study hard, hand in assignments on time, and attend all classes and workshops. This will ensure your success at Carleton.

KO: AESP is a great program to enter University through. With the resources available, such as peer mentors, writing coaches, and the vast array of friends one makes through normal class interaction, the workload is manageable. Car-leton is a great environment that is multi-cultural and you meet many people that become friends.

Q: Would you recommend Carleton University’s Aboriginal Enriched Sup-port Program to other Inuit and First Nations students?

TM: I would definitely recommend the AESP program to other Inuit students. This program is geared to fully support you and it provides a community of aboriginal students who are experiencing the same transition to university life.

KO: I have been telling my friends that they should seriously consider the pro-gram already, and plan to continue talking to people I know about it. Anyone with the drive can succeed in anything they set their mind to.

“Our professor makesthe material engagingand “real” and doesn’t

give the sense that he isjust relaying information

from a textbook.”

tiviGalleries inc.

5205 Airport rd.P.o. box 175

Kuujjuaq, Qc

1-800-946-2465819-964-2465

Fax: 819-964-2831


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40 nAtivE inuit 41

Where do I start?I moved to Baker Lake with my family in 1980, I raised my children here. My husband and I started our own business in 1984 and Baker Lake Contracting & Supplies celebrated its 25th anniversary last year. I was on the Education Council for ten years and have been a JP since 1991. I moved to Winnipeg for four years in 2001 so my youngest could graduate, that’s a long story. A lot of changes have happened since I moved back to Baker Lake in 2005. Five years later, what have I seen? What has been happening?

When people started to speak aloud their idea that I should run for council, I did not pay attention. That was something that I had not considered, ever... Well, I did run and I did get on council, with the second high-est votes; the man who had more votes than I was an elder and I was not surprised at that, but I was surprised to get in like I did.

The first official duty of the Mayor was to hand out “commit-tees”, some may think of these as “portfolios”. My committee was Drug and Alcohol and along with that came the responsibil-ity of Tunganiq Addictions Project.

So I went to see Dennis, the SAO to ask him what exactly was my respon-sibility with Tunganig? He told me that nothing had been happening at the Project for the past few years, and that was the reason they created the Hamlet Drug and Alcohol Committee. The responsibility of the com-mittee was to make sure the employees were doing what they were hired to do, in other words, I was their “boss”.

After that, we hired Janet Nungnik as acting co-ordinator for one year, giving Jenny, the Co-ordinator more maternity leave. Janet’s first duty was to clean up files, contact clients and get some programs like AA and Al-anon re-started. It has not been an easy haul, people want help yet they refuse to understand that they are part of the healing process.

Our first priority has been to make the community aware that Tunganiq Addictions Project is open for business and that we have staff willing to help people on their journey toward a healthier lifestyle.

We have short-term and long-term goals, but there are major obstacles that need to be overcome. The biggest one is the mind-set people have that they don’t need help, they can manage on their own. When they do come for help, their inability to see that they have to strive, they have to work at overcoming their addiciton(s) hinders them. Everyone believes that there are “quik-stop” solutions to habits that they built up over a life-time. I believe that the workers at Tunganik have a real heart to help the community, but I also know it will not be easy. I also believe that it will take time for trust to be built up between the counsellors and the clients but that the community will benefit if we stick to it. Persevere we shall, persevere we must, for it is with that mind-set that we will accomplish any goals we have.


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Last night we had another suicide, a young man, someone I barely knew but I know the family and I know the biological dad quite well. It is very sad that this keeps happening with no end in sight. This is the how the people think. This is the wrong way of thinking. This is defeatism, giving up before we even get started, failing before we even try.

It is very hard to lose someone, it is very hard to lose a young person, and it is tragic to lose a young person to suicide. So, what is the answer?

I believe strongly that communication is key. We have to commu-nicate with each other in our families, so we can know what is going on inside the mind.

Throughout our lives we get messages. From the time we are born and can understand, we get certain messages relayed to our brain. Some of the messages our brain receives are good, some of them not so good, some of them are bad.

For instance, if we keep getting the message that we are nothing but trouble, we don’t belong, we are worthless, eventually we will believe that message. So then, everyone we meet, at school, at play, at work, can treat us anyway they want and we will feel justified in being treated badly. This is just an example, yet I know a lot of people that feel worthless and do not believe they can do anything right.

How does this tie in with addictions?In a community this size and it’s growing, there is not a whole lot to do, there is not a whole lot for young people to do. There is three stores,

two hotels, BLCS Guest house and that’s about it. There is no theatre, no recreation except what little the Recreation Committee offers at the Community Hall, nothing for young people to do.

The schools do their thing, their extracurricular activities like badminton, basketball, that kind of thing but it is sporadic and something the teach-ers are encouraged to do as part of their “job description”. There are a few avid musicians that do get together to jam, but nothing specialized.

There is talk about giving the young people their own drop-in centre, but again we need the dollars, the resources and the expertise to get some programs running that will be utilized and carried out.

Living in a community like Baker Lake is great on some levels, relatively quiet; you do get to know your neighbour; most people are neighbourly and it is really a beautiful place to live.

inuitcontinued from page 41


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44 nAtivE inuit 45

But the quietude can get to anyone after a while and the lack of challenging activities has always been very hard to get used to. The amenities that most “Southerners” take for granted, we would give our eye-teeth for. Getting your haircut, for instance, if we had one place, that would be a blessing. When people go to Winnipeg, they have a choice where they can go get their hair done. It’s quite fun-ny, you can always tell when someone has been out, they have a new “do” and new clothes. The rest of us walk around like Sasquatch....

All kidding aside, the Tunganiq Addictions Project is well on the road to being a viable resource to reckon with. With Janet at the helm and Mary Kreelak, with all her training, we are in a position to do a lot of good for the community.

THIS IS WHERE WE COME UP AGAINST A“BRICK WALL” OR SO IT SEEMS...

Another obstacle to growth is the politics and like all small towns, we have more than our fair share of it. Everyone wants things done their way, with ulterior motives for their own gain or so it seems. When we cut to the chase, most people in Baker Lake want a healthier community and most people don’t know where to start.

At Tunganiq, we do what we do, one thing at a time; like calling clients back who have been on our list a long time, cleaning up files, fixing computers, mak-ing lists, both wish lists and to-do lists.

We have long and short term goals as I men-tioned before and that includes hiring a male counsellor at the request of some of our male clients. And the Ham-let Council has to come up with money or come up with a better excuse for not having enough funds for such a crucial request.

One of the things I like to do is focus on the solution and not the problem and I like to remind others to do the same, especially women like Janet and Mary who really have the desire and the drive to make a difference.

We had two suicides in the last month, both teenagers and it is very hard to take. So, on Monday, I will go down to the Commu-nity Hall with the Tunganiq staff and the Mayor and give a little speech, before one dear lady starts her walk for Sobriety. She want to encourage people that things can be better and it is done “one step” at a time. Or one day at a time. We all have to do something, anything that will make a positive change, a little bit of a change, some kind of change.

My hope is for my community, my prayers are for its people and my faith is in God, some like to say in a “Higher Power”, I like to say in Jesus Christ my Lord who points me to God the Father. Reconcili-ation to Him is a start and reconciliation in the family is the next step and then we can move on from there.


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With Aboriginal peoples being one of the fastest growing demo-graphics of today, a push in the

right direction is needed to help them lead a healthy lifestyle, with the chance of positive expression. Dakota House’s pro-gram, Going Miles, is that push. Facili-tated by professional positive role models, Going Miles Youth Society is a program developed to ensure Aboriginal youth get to experience their full potential to create and believe in seeing their thoughts and ideas come to life.

Going Miles Youth Society is a program that assists youth with positive self ex-pression through the arts. This includes dance, culture, theater arts and music. These workshops and outlets contrib-ute and promote a new train of thought and positive lifestyle, which give youth a chance to grow and succeed in life. In a controlled and positive environment, Going Miles gives laughter, acknowledge-ment, and praise for positive attitudes and ideas to ensure personal growth and inner development. The team at Going Miles goes the extra M.I.L.E to promote and deliver the tools necessary to assist youth in a healthy and holistic lifestyle filled with positive self expression.

Motivating you to achieve your goals and objectives set forth on your journey

inspiring others around you, gives you the power to make a difference

Lead as you move through life. Do not beafraid to be strong and forthright in your thoughts and ideas. You are the leaders of tomorrow and role models of today.

eMpowering yourself to stand tall and achieve your goals and dreams

succeed Accomplishments in life shape a successful future

THE PROGRAM

DAkOTA HOusE

Dakota was born in Manning, Alberta and grew up in an inner-city neighborhood in Edmonton, Alberta. Having learned many of life’s lessons

the hard way, he realized the challenges that Aboriginal Youth face, and started his program, Going Miles.

Dakota makes keynote presentations and facilitates youth conferences and other special events. He has travelled across Canada extensively, bringing hope and inspiration to youth for over ten years. Dakota is a father of four and devotes his spare time to helping youth by educating them on motivation, self-esteem and making positive choices. His many talents in-clude holding a Black Belt in the Hapkido martial art, authoring his first children’s book called, “Dancers In the Sky”. Furthermore, he also produced a pilot project entitled “St. Joe’s Academy”, which aired on APTN in 1998.

This popular young actor is best known for his role as Tee Vee Tenia on the CBC television series “North of 60”. Dakota has starred in three feature films and made numerous guest star appearances in shows such as “x-Files”. He received a Best Actor award from the 1998 Dreamspeakers Aboriginal Film Festival, and has received nominations for a Gemini Award, an AMPIA Award, and a YTV Award. He also carried the leading role in a number of North of 60 movies, for which he

has earned critical ac-claim. In 2003, Dakota won the AMPIA Award for Best Actor, and was nominated again in 2004 for North of 60 - Distant Drumming. ->

“I really want to thank you for stopping by our Grade 6 classroom. All of the kids enjoyed meeting you and were really entertained and inspired by your talk. The students in my read-ing group couldn’t stop talking about you today and want me to find more of your work. I am truly am very grateful to you for really making their day.” -Herb Seesequasis

“I would like to thank you on behalf of O-Pipon-Na-Piwin Cree Na-tion for coming into the community and holding your workshops. I get a lot of compliments from members saying that your team put on a good show!” -Rosalie Baker

It was only a matter of time before Dakota’s acting abilities soon got noticed south of the border. He was cast in the lead role of “The Creator’s Game”, a movie that was filmed in utah and produced by American International Media. Shortly thereafter, he was cast in another movie starring Michael Ironside, which was released in the summer of 1999. Dakota then played a starring role in a CTV show called “Legends” in which he played the role of An-drew. This role was perfect for him as he portrayed a native youth struggling to preserve his culture in his daily life. The character, Andrew, had a life strikingly similar to Dakota’s-full of challenges and peer pressure. Dakota drew from these life experiences to enhance his performance.

Through working with various professional Aboriginal artists across the country, Dakota and Going Miles have built an amazing roster of Native Role Models, which include famous actors and actresses, tra-ditional dancers, and talented musicians. With their dynamic, thought provoking presentations they demonstrate first hand how obstacles and challenges can be overcome and how negatives can be turned into positives. These multi- talented facilitators all have the same inspirational message to deliver and that is to; Motivate, Inspire, Lead, Empower and help today’s youth Succeed in their lives! Currently, the Going Miles team includes;

DAKOTA HOuSE - Actor (Founder of Going MILES)ADRIAN LACHANCE - Traditional DancerROCKY DuMAIS - Traditional DancerSCOTT WARD - Hypnotist, Hoop DancerREDDNATION - Hip-HopSTACY DA SILVA - ActorDALLAS ARCAND - Hoop Dancer, Hip-HopSuzETTE AMAYA - Radio Host, Motivational SpeakerGordon Tootoosis - Actor, M.C.MIKE GOuCHIE - Country musicREx JOHNSON - Martial Arts Instructor, life skills coach GARY LEE - Fiddle PlayerERIC SCHWEIG - Actor

For more information about Going Miles, please contact:Dakota House, Director/Founder

(780) 217-2447 • [email protected] visit: www.goingmiles.com

In January, CCSA and its Elders Advisory Council (EAC)1, along with Going M.I.L.E.S.2 and local community members, hosted an Elders & Youth World Café in Pangnirtung, Nunavut and Dettah/N’dilo,

NWT. This event brought together First Nations, Inuit and Métis youth and Northern Elders in a celebration and exchange of indigenous knowl-edge with the aim of bridging the real and widening generational gap in these communities. Discussions at the event centred on the importance of the cultural and historical contexts in facilitating strengthbased solu-tions to reduce the impacts of substance abuse in northern communi-ties. Café workshops provided tools to encourage a healthy and holistic lifestyle develop self-confidence and positive self-esteem among youth and help strengthen family ties—all of which aimed to build protective factors that assist in youth substance abuse prevention.

These events garnered considerable community support and en-thusiasm, which was marked by the participation of indigenous healers, hunters, community leaders, schools and Band Councils who came together to support the Elders and youth in making that connection between extended families and culture. As a result, N’Dilo and Dettah community workers have organized a program called ‘Elders in Motion’ to keep the momentum of the World Cafés moving forward. This new program brings together Elders of the communities so that they can connect and talk about how to support wellness in their communities. To learn more CCSA’s initiatives focused on northern Canada, please visit www.ccsa.ca and click on The North under the Priorities tab.1 CCSA’s Elders Advisory Council is comprised of 10 Elders from across Canada, including Inuit regions such asNunavut and Nunatsiavut, Northern provinces and the Northwest Territories.2 Going M.I.L.E.S. is a program founded by Canadian actor Dakota House and jointly operated with hypnotist Scott Ward. The program aims to motivate, inspire, lead and empower indigenous youth to be proud of their

CElEbRATinG inDiGEnOus knOwlEDGE: ElDERs & YOuTH wORlD CAfé

RACHEl DuTTOn-GOwRYluk

“What an inspiration it is to have you come up with such a brilliant idea to create such a program! I am moved, inspired, and my eyes are now in better per-spective. Thank you for reminding me of who I am. It was an awakening, as I was so sad inside for a long time. I hid my sadness and sometimes it came out in anger. I thought it was better to be pissed off than to be pissed on, and that the less people that liked me, the less I had to please. I was very angry with the world for a while. Now I realize it is time for me to work on that and move on with my dreams.” –Dorinda Wilson

“Your presentation received a lot of good feedback on the impact your presentation had on both aborigi-nal and non-aboriginal participants. They felt that the information they took away from your presentation is useful to themselves as individu-als as well as using the information to be able to reach [others] with.” –Joe Daigneault

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The historic Legacy Agreement between Rio Tinto Alcan and the Haisla First Nation was signed on March 5, 2010, the culmination of over three years of negotia-

tions. The Agreement establishes a formal framework for the two organizations to work together for the next 30 years to maximize the opportunities and benefits of aluminum operations in Kitimat, British Columbia (BC). Rio Tinto Alcan operates the Kitimat aluminum smelter and Kemano hydroelectric generating station on the west coast of the province.

Solid, growingcollaboration The path that led to the ground-breaking Agreement was made possible by a long history of collaboration and active involve-ment between the parties. His-torically, Rio Tinto Alcan and the Haisla Nation have co-existed in cordial acknowledgment of each other since the original Kitimat project made them neighbours in the 1950s. A successful Relation-ship Protocol, was signed with the Kitamaat Village Council in 2002 leading to respectful and productive working relations.

The catalyst for The Haisla Nation-Rio Tinto Alcan Legacy Agreement was the company’s announcement in 2006 of a planned US$2.5 billion modernization of the Kitimat Works aluminum smelter. The project presented

an opportunity to secure the Haisla Nation’s involvement in the second Rio Tinto Alcan project in the region. In addition, the environmental improvements to the Kitimat smelter held great significance for the Haisla people as the upgrades would leave a cleaner environment for future generations. Securing the involvement of the Kitamaat Village Council and developing a long-term mutually beneficial relationship with the Haisla Nation was a natu-ral and necessary step for such a significant investment to succeed. Rio Tinto Alcan’s approach was to integrate First Nations’ participation into both the project and opera-tional planning.

Built on trust and good faithWith the support of the company’s Board of Directors, the negotiations officially commenced in 2007. The Rio Tinto Alcan and Haisla teams met regularly over the ensu-ing years, each side bringing its perspective, expertise and issues to the table. Unique friendships were formed as the parties strove to build a working accord. Disagreements resulted in several impasses to building the historic agree-ment but the guiding principles of respect, openness and honesty helped bridge the divide to create a progressive agreement, one of the first of its kind between a corpora-tion and a First Nation in British Columbia.

Towards a sustainable future The 30-year life of the Haisla Nation-Rio Tinto Alcan Legacy Agreement is a testament to the power of com-mitment. The Agreement transcends future leadership and political cycles in both groups as well as business and economic cycles. For the Haisla, the Agreement was successful on two fronts: it settled issues of the past, and it is creating opportunities today that will help build a healthier community and better future for its people.

“We are very proud of whathas been accomplished, and

encouraged by the Haisla Nation’s acceptance of this historic

agreement. This is an important foundation for a solid, growing

relationship with one of our closestaboriginal communities. Our

agreement is based on mutual respect and partnership, and

reflects Rio Tinto’s approach to integrating community relations

into both project andoperational planning.”

Jean Simon, president,Primary Metal-

Rio Tinto Alcan North America


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In view of the high employment challenges in First Nations communi-ties, the Agreement is important for the opportunities it will provide for the Haisla’s business growth, education and community develop-ment. The Agreement provides mechanisms to develop skills training for the Haisla people in order to reduce reliance on traditional means

of self support. In addition, it provides opportunities for Haisla members to improve their economic performance and increase their ability to compete for business, assisting job creation and economic di-versification efforts. In ‘settling the past’, Rio Tinto Alcan will make financial contributions to a fund administered through a formal and independent trust for the Haisla Nation. Three additional funds have also been setup to support environmental stewardship initiatives, develop training initiatives and support the recognition of Elders.

For Rio Tinto Alcan, the groundbreaking Agreement

creates much-needed certainty for its Kitimat Modernization Project as well as ensures the sustainability of its BC operations.

The modernization of Kitimat Works would bring a leading edge, highly efficient and world class operation to British Columbia.

Kitimat Works would use Rio Tinto Alcan’s proprietary AP technolo-gy which is the most cost effective, energy efficient, and environmen-tally friendly smelting technology available, allowing the modernised plant to reduce greenhouse gas emissions by half a million tonnes per year. The aluminum smelter would also increase its current produc-tion capacity to approximately 400,000 tonnes per year, representing capacity growth of more than 40 per cent.

In addition, the modernization would secure about 1,000 stable, technically enriched jobs in British Columbia’s northwest region for the long term and roughly double this number during the construc-tion phase of the project.

Finally, the historic Agreement establishes a new way forward for the Haisla Nation and Rio Tinto Alcan, rooted in the commitment to First Nations’ participation and to creating together a bright, prosperous future.

About the agreementEstablishes a formal framework for the Haisla First Nation and •Rio Tinto Alcan to work together for the next 30 years to maxi-mise the opportunities of the new US$2.5 billion aluminum operations in Kitimat, British Columbia.Rio Tinto Alcan will make financial contributions to a fund admin-•istered through a formal and independent trust for the Haisla Na-tion. Three additional funds will support environmental stewardship initiatives, training initiatives and the recognition of Elders.Rio Tinto Alcan’s modernized plant will increase its current •production capacity per year to approximately 400,000 tonnes per year but reduce total overall emissions, including greenhouse gases, by up to 40 per cent per year. 1,000 stable, technically enriched jobs to be created in•

British Columbia’s northwest region for the long term.

“We now have a

commitment of inclusiveness

from the business that has been

a part of our lives for the last

55 years, and a new beginning

with Rio Tinto Alcan. I am

confident that we will make the

most of the many opportunities

to improve our lives, both eco

nomically and socially.”

Dolores Pollard,Chief Councillor, Haisla Nation


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Add a university degree to your credentials•Save time through transfer credits•Stretch your intellect•Gain the knowledge and skills you need to succeed•Advance your career•

A new degree program that allows you to focus on your interests and goals, and gives credit for completed post-secondary education, is being offered at the University of Manitoba. The Bachelor of Arts Integrated Studies (BAIS) is designed to give working adults who have completed some post-secondary education an opportunity to complete a university degree. Some people in mid-career might pur-sue this degree program to enhance opportunities for advancement and mobility in their workplace. People who have completed a few university courses or a UM certificate or diploma and have delayed a university degree will also find the BAIS an attractive option.

“This new program may be attractive to unemployed or underemployed people to open up new career possibilities and options,” explains Kath-leen Matheos, Associate Dean, Division of Extended Education.

“This university degree offers incredible diversity of choices in fields of study, customized to fit anyone’s needs,” adds Linda Wilson, Associate Dean, Faculty of Arts. “We can accommodate the work schedules of people who are looking for a solid post-secondary educational experience.”

To apply to the Bachelor of Arts Integrated Studies, you must have completed one of the following:

University of Manitoba Certificate in Human Resource Man-•agement (HRM)University of Manitoba Certificate in Adult and Continuing •Education (CACE)University of Manitoba Certificate in Financial and Manage-•ment Accounting (FMA)Canadian Institute of Management Certificate Program in •Management and Administration (C.I.M.) from any accred-ited post-secondary institutionUniversity of Manitoba diploma program•Diploma Program completed at University of Manitoba or any •another accredited post-secondary institutionSuccessful completion of a minimum of 24 credit hours of •university level course work

Instead of traditional Major/Minor requirements, the BAIS in-volves areas of Concentration and a fixed set of foundation courses allowing a more flexible path for degree completion. Students can choose courses from any faculty at the University of Manitoba and develop an educational path that will provide the necessary credits for completion. Certificates and diplomas already held by students will be recognized. continued on page 56

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The BAIS will provide opportunities fro graduates of Aboriginal Focus Diplomas to ladder their credentials towards a degree, regardless of when they completed their diplomas. The Aborigi-nal Focus Programs, offered through the University of Manitoba, Division of Extended Education, were established in response to the post-secondary and professional development needs and concerns of Aboriginal people. Having a diploma and ultimately a university degree will increase opportunities for employment and advancement within individuals’ chosen fields. Among these programs are the Aboriginal Child and Family Services Diploma, the Aboriginal Community Wellness Diploma, and the Aborigi-nal Environmental Stewardship Diploma.

BAIS students can also follow a curriculum within the Department of Native Studies in the Faculty of Arts to fulfill the concentration requirement for this program. Native Studies offers an in-terdisciplinary study which examines the evolving story of the First Peoples (First Nations, Métis and Inuit)

through a variety of academic disciplines in the humanities, social sciences, physical sci-ences and professional fields to produce new forms of knowledge, new ways of thinking and creative new approaches to teaching, research and problem-solving.

The Faculty of Arts’ Native Studies De-partment is an international leader in the field, committed to outstanding scholar-ship relating to the historical and contem-porary position of Aboriginal peoples. The University of Manitoba’s location at the geographic heart of the continent reinforces our unique position between Aboriginal and Western world views. Our sensitivity to Ab-original perspectives reflects the nature of this extraordinary mandate. We strive to foster a wide understanding of Aboriginal issues within the University and beyond. The Native Studies Department promotes interdisciplin-ary research and creative teaching which chal-lenge existing paradigms and enhance research and teaching standards.

In addition to the BAIS degree, students can pursue a 90-credit-hour general B. A. or a 120-credit-hour advanced B. A. degree in any of the departments or programs in the Faculty of Arts, including Native Studies. At the undergraduate level, the Faculty of Arts offers a wide variety of courses in the social

sciences (anthropology, psychology, sociology, economics, political studies, labor studies, global political economy) and the humanities (Canadian and international literatures, film, theatre, history, philoso-phy, classics, women’s and gender studies, linguistics, religion, and languages and cultural studies). The Department of Native Studies of-fers courses that focus on both the humanities and the social sciences, for example, Aboriginal cultures, histories, spiritualities, identities and literatures, as well as contemporary social, political and economic life. Areas include Aboriginal land, resource and constitutional rights; governance; politics; economic and ecological development; urban-ization; identity; contemporary Aboriginal literatures; languages; gender; justice issues; post-colonial historiography and criticism. For students who wish to engage in primary research, the Graduate Program in Native Studies reflects Aboriginal perspectives in teaching and research and provides opportunities that lead to a Masters of Arts degree. A PhD program is under development.

Our sensitivity to

Aboriginal perspectives

reflects the nature of this

extraordinary mandate.

We strive to foster a wide

understanding of

Aboriginal issues within the

University and beyond.


56 nAtivE inuit 57

Far from their home communities, sixteen young adults from First Nations across the Yukon Territory gathered together in a former

core shack at the Carmacks Copper exploration camp. They were there to learn the basics of working in a mining exploration camp, through a program called the Mineral Exploration Field Assistant program (MEFA). By the end of the summer, the three-phase course, created by YMTA and industry partners, provided the 16 participants with the skills and experience they needed to work as mineral exploration field assistants.

The Yukon Mine Training Association (YMTA) acts as a link between the mining and mining-related industries and Yukon First Nations. To create the MEFA Program a group of mineral exploration companies partnered with YMTA. The program covered all the elements of the job from techni-cal aspects to safety training. In phase one, MEFA trainees learned theory and procedures through classroom work. In phase two, experts in the field mentored them through work at exploration camps, and in phase three, as an incentive to excel in the program, there were job opportunities with MEFA’s industry partners.

An ATCO trailer-turned-classroom at the Carmacks Copper camp fitted with projectors and desks and the other usual classroom elements was the setting for the group’s first few weeks in the program. This classroom location, deep in the Yukon wilderness, gave the trainees a feel for the exploration field camps that they’d be working in during phases two and three of their coursework. It was all part of the program’s carefully planned educational strategy, and the location provided a fitting backdrop for the course curriculum. From the maps dotting the walls of their classroom to the racks for the core samples used by geologists to determine the mineral content at an exploration field site, it all painted a vivid picture of the role mineral exploration plays in the mining industry.

Beyond teaching safety and exploration procedures and practices, MEFA helped participants choose future careers. Trainee Sarah Fromme was in the process of deciding what career path she wanted to follow when she enrolled in MEFA.

“I wanted to do this training because I’m deciding whether to do my bachelor’s degree in geology or biology,” said Sarah Fromme. “Geol-ogy has always been an interest for me. Even when I was a kid I always loved rocks and things,” she added.

For Fromme, the chance to be on the land as part of her work is impor-tant, and she was happy to discover that the connection to the land was another component of the course, when Yukon First Nations Elders Gary Sam, Clyde Blackjack, and Alyce Joe visited the Carmacks Copper explora-tion site to share their knowledge.

“We had some great instructors, so that was helpful,” said Fromme. “There were a couple of Elders that came in from Carmacks and Pelly Crossing that gave us some traditional knowledge. One of them gave us some medical tradi-tional knowledge – like the plants you’d use for a headache or a sore stomach.”

The Elders were also eager to share their own work experience with the youth embarking on their career journeys. Several had worked in the mining and exploration industry, and shared their history, emphasizing the importance of careers and training.

The message the Elders sent to the MEFA trainees is the one that is at the heart of YMTA’s work in the Yukon. YMTA works in partnership to fund and offer training that will enable Yukoners to meet their career goals, strengthen ties between industry and First Nations Communities in the Yukon, and increase the number of skilled workers in the Territory. The partnership that created MEFA included Western Copper Corporation, Northern Freegold Resources Ltd, Bushmaster Exploration, Northern Tiger Resources, Kinross Gold Corporation, and Silver Quest Resources Ltd. All partners provided work placements for trainees at the mineral exploration camps that dot the Yukon wilderness in the summer.

Northern Tiger Resources Vice-President Exploration Dennis Ouellette was heartened and encouraged to see Yukon youth recognizing the value of industry in the Territory, and sees great value in working with YMTA to create training opportunities for them. continued on page 58

nAtivE inuit 59

“YMTA’s willingness to work with us to train the workers we need is a great advantage for industry in the Yukon, “ said Ouellette. “It makes more sense to hire locals as opposed to bringing people in from Outside and we hope these kinds of introductory programs will spark interest in further training for mining-related jobs. As far as I’m concerned this program has proven to be a great success and I am hopeful that the program will continue, to provide well-trained local workers to industry.”

MEFA is one of many programs that YMTA has offered over the years. YMTA programs provide work experience, education, and training that build up transferable skills for workers across em-ployment sectors. For example, one past trainee garnered work experience and bookkeeping skills by working at the office of a mining camp under a YMTA wage subsidy program. In 2009, YMTA hosted the Dechen’la program of environmental studies and cultural aware-ness, a 21-day camp for Northern youth. The 15-18-year olds earned high school credit by spending three weeks at the Dechen’la lodge, where they studied with scientists and 4 First Nation elders-in-residence. The group studied the geology, geography, botany and ancestral knowledge of Dechen’la, an area along the border of Yukon and the Northwest Territories. As they learned from the experts gathered at the Dechen’la camp, the students discovered the importance of considering scientific and ancestral knowledge in planning for sustainable development. In an ongoing program, Tr’ondek Hwech’in, the First Nation located near Dawson City, Yukon, is working with YMTA to fund training for one of their members to get his helicopter pilot’s license. When he completes the training he will become a resource for his community, and be qualified for work with the mining industry.

Experience and hands-on work are part of most YMTA-based training courses, so in the second phase of the course, the 16 First Nations par-ticipants were quickly connected with mentors. With the first part of the mining exploration field assistant course under their belts, each MEFA participant was matched with a mentor working at one of the field camps in the Yukon. This second phase of the program gave the train-ees a chance to try out their new skills, ask ques-tions, and get a taste of the life of an exploration field assistant.

Fromme spent part of phase two at a Kinross exploration site, then moved to another explora-tion camp run by Silver Quest Ltd., which was just 30 minutes east of Dawson City. She got a chance to try out her newly learned skills im-mediately.

“The job is mostly to help the geologist take rock samples, soil samples, and sediment samples,” said Fromme, before going on to describe more of the work she assisted with at the explo-ration site. “If they want a line set up for a grid, we’re the ones that mark it out and chain it out using a rope with meter marks. What they need you to do depends what stage of becoming a mine the camp is in,” she said.

The MEFA program’s value goes beyond funding and education, according to MEFA Project Manager Sheila Sergy. “This is more than training, it is livelihood development,” said Ser-gy. “ It is an opportunity for the participants to engage in various work activities in an exploration camp and learn from professionals in a field that they would otherwise not have exposure to. Gaining confidence is crucial to success, and this program is allowing that to happen,” she added.


nAtivE inuit 59Livelihood development is at the core of YMTA’s commitment to the Yukoners. The organization wants to ensure that the people of the territory are aware of the opportunities available in the mining and resource-related industries, and that they have the qualifications needed to take advantage of those opportunities as they arise.

To meet this mandate, YMTA needs to go beyond simply pro-viding training. That’s why YMTA works in partnership with industry and promotes its programs and graduates. The organiza-tion has a strong presence at mining industry trade shows, and conferences where YMTA representatives showcase successful programs and promote the Yukon as a region where skilled work-ers are available and ready to work.

“Our training programs are industry-driven to ensure that there are relevant training and employment opportunities at the other side,” said YMTA Executive Director Tracy Thomas. “Attending trade shows and conferences ensures that we make the connections that promote the relationships which allow us to work closely with our in-dustry partners, determine the needs of the industry and then develop the curricula that will most suit the unique requirements of the Yukon resource industry. Our trainees enroll in our programs knowing that

the YMTA sets a high priority on focusing their programming in areas with good work prospects for Yukoners,” she added.

Indeed, jobs were waiting for the sixteen participants in the MEFA program, most of whom went from the training and mentorship of the MEFA program directly into work placements for the third phase of the course.

“The companies are looking to hire these trainees on a permanent basis,” said Sergy, who is very happy with the results of the MEFA program: trainees learning new skills, First Nations communities gaining skilled workers, and industry obtaining a pool of qualified exploration field assistants. Sergy sees the benefit of programs like MEFA each day. “MEFA brings the companies and the communities closer, and ignites interest in the industry on a local level,” she said.

The MEFA program will likely become a regular offering by YMTA and its industry partners. For now, YMTA continues to build on its success with MEFA and other training initiatives. In the last year alone, YMTA has increased the number of people trained under its First Nations Wage Subsidy Program, supplied Yukon learners with newly purchased or developed curricula that can be taught by local

experts, and helped First Nations and in-dividuals take on challenges to community capacity. The MEFA course may be used as a pattern for future training programs, becoming an integral part of the training opportunities, curricula and courses that are already available from the organization.

As for Sarah Fromme, she enjoyed the training process that the MEFA program presented to her. She was particularly happy with working outdoors and the skills that she learned during the course, from line cutting to soil sampling. Her work with MEFA gave her a clearer picture of what educational path she wanted to follow, and where it might take her.

“I’m starting to lean towards geology. This training program has really reminded me what I love about it. Working as a geolo-gist will be an interesting job and I won’t be stuck in the office all the time, and if I do geology I’ll be able to go anywhere in the world,” she said.

That’s one more skilled worker for the Yu-kon, and another person who knows what direction she wants her career to take. It all grew out of a training course that started at a remote exploration site in Central Yukon.

This project was funded by the Government of Canada and Yukon Workers Compensa-tion Health and Safety Board.

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60 nAtivE inuit 61

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60 nAtivE inuit 61

The “Ring of Fire”, the emerging mineral district in the James Bay Lowlands of Ontario, has generated a great deal of excitement from geologists and investors over the past few years. Cliffs Natural Re-

sources Inc., an international mining and natural resources company active in Canada’s mining scene for nearly 50 years, is currently considering the responsible development of a world-class chromite ore resource base in the area, which has the potential to form the foundation of North America’s only ferrochrome production operation.

Cliffs Natural Resources Inc. has remained in the forefront of the North American iron ore business since opening its first mine in the Upper Peninsula of Michigan in 1850. Cliffs is the largest producer of iron ore pellets in North America, a major supplier of direct-shipping lump and fines iron ore out of Australia, and a significant producer of metallurgical coal. Cliffs has been operating in Canada since 1965, when it first became managing partner of Wabush Mine, an iron ore mine and pelletizing plant in Eastern Canada. At the end of 2009, Cliffs purchased the interests of its former Wabush partners, becoming its sole owner.

Cliffs has been a leader in iron ore mining technology, and a pioneer of early open-pit and underground mining methods. Its research and develop-ment group is staffed with experienced engineers and scientists organized to support geological interpretation, process mineralogy, mine engineering, mineral processing, pyrometallurgy, advanced process control and analyti-cal service disciplines. This vast expertise in open-pit mining and mineral processing can be applied towards mining chromite, which employs many of the same techniques as iron ore.

Chromite is an essential raw material for the production of chromium. More than 90% of chromite ore is converted to ferrochrome, a critical ingredient in the production of stainless steel, as well as other steels and nonferrous alloys. End markets for stainless steel, alloy steel and other products that use ferrochrome include transportation, electrical, engineer-ing, building & construction and metal goods.

In addition, chromite is a key industrial mineral in the steel industry for the manufacture of re-fractory bricks, furnace linings and foundry sand. Chromite is also used in the production of chromium chemicals. In many applications, it is considered irreplace-able, as substitution would result in increased costs and decreased performance.

Currently, most resources and production are in the Eastern Hemisphere, requiring all stainless steel producers in North America and most of Europe and Asia to import ferrochrome. Market reports estimate that four countries—South Africa, Kazakhstan, Finland and Turkey—control nearly 80% of the world’s 24 million tonnes of chromite ore production. Because of its proximity to North American and European stainless steel produc-tion, a merchant ferrochrome operation in Ontario would have a distinct competitive freight advantage over producers in other parts of the world.

Cliffs, 100% owner of the “Black Thor” and “Black Label” chromite deposits and 47% owner of the “Big Daddy” deposits, believes they are the highest quality deposits in Canada’s “Ring of Fire” district, and would provide a significantly long mine life and expansion potential. Diamond-drill core samples within these deposits have consistently intersected significant chromite zones with world-class thickness, grade and chromium to iron (Cr:Fe) ratios to supply a low-cost, open-pit mining operation. The planned mine would be expected to produce 1 million to 2 million tonnes of high-grade chromite ore annually, which would be further processed into 400,000-800,000 tonnes of ferrochrome. continued on page 62

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Planning, consultation, engineering and permitting efforts as-sociated with the development of a chromite project is a signifi-cant undertaking, lasting several years. A formal study of the chromium deposits is expected to be completed in 2010. Plans to bring the deposit to market would include construction of the open-pit mine and mine-site processing facility, as well as a remote electric arc furnace (EAF) to further process the ore into high-grade ferrochrome. The EAF facility would be anticipated to be located on the north shore of Lake Superior. Should the project go forward as planned, the permitting process is antici-pated to require approximately three years, with production commencing around 2015.

Cliffs has strived to remain at the forefront of responsible mining and mineral processing development. Building on a strong foun-dation of environmental stewardship and respectful engagement with local communities and indigenous peoples, it now owns and/or controls successful mining and processing operations in Australia, Canada and the U.S.

Cliffs intends to adopt and utilize its policies, procedures and guidance documents, such as its corporate Environmental Policy, to the Ring of Fire chromite development project. In ad-dition to utilizing careful planning and applying environmental and social impact assessments procedures in line with Canadian regulatory requirements, Cliffs also intends to develop and implement an ISO 14001 Environmental Management System early in the project.

Cliffs’ initial work includes installing a dedicated Environmental Affairs director, engaging expert consultants to develop a permit-ting and consultation road map, and conducting extensive envi-ronmental and social baseline data collection. This process also includes engagement of services provided by an indigenously-owned consulting firm to ensure integration of Traditional Eco-logical Knowledge. This will complement a scientific approach and help capture knowledge, practices, and beliefs acquired by indigenous and local peoples over hundreds of years through direct experience and interaction with the environment.

In further demonstration of its commitment to local stakehold-ers, Cliffs also expects to pursue an Impact Benefit Agreement with and seek support of aboriginal communities in the project area. The objective of such an agreement would be to negotiate a mutually beneficial approach to project benefit sharing (includ-ingtraining, employment and contracting) and environmental stewardship.

Site selection options, including that for a submerged electric arc furnace, and access to infrastructure and energy will be carefully reviewed. State-of-the-art environmental safeguards associated with waste rock, tailing management facilities, processing waste materials, site water management and air emission controls will be implemented. Cliffs is committed to applying its principle of environmental stewardship and respectful engagement with local communities and indigenous peoples as it has throughout North America since 1850 and in Australia since 2005.

TRANSITION YEAR PROGRAMDalhousie University, Halifax, N.S. B3H 3P9

Phone: (902) 494-3730

TRANSITION YEAR PROGRAMHenson College, Dalhousie University

If you are a First Nation adult and are interested in attending university,but do not feel ready, you might want to consider the

Transition Year Program (TYP). We enroll approximately30 First Nations and African Canadian students per year.

For application forms and further information, please contact:

Patricia Doyle-Bedwell, Director, Transition Year ProgramDalhousie University, Halifax, N.S. B3H 3J5

Phone: (902) 494-8810


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Scouting is filled with firsts. The first time you lead a game; the first time you sleep in a shelter you build yourself; the first time you plan your own adventure and carry it out. Whatever your

interest, Scouting provides the road to fun, discovery, teamwork and growth. Trained parents and Elder volunteers from your own com-munity, lead you on a journey to develop the skills and confidence to take charge of your life. Scouting youth gain cultural awareness, explore career opportunities, and become citizens of the world. We believe – it starts with Scouting.

Come Camp with UsFor the past three years, aboriginal youth in Saskatchewan have enjoyed Scouting through a series of one week long summer day camp pro-grams. This year, Scouts Canada partnered with the Agency Chiefs Family and Child Services Department, along with the Recreation Department, to host four one week programs. People within the com-munities play an important role in finding locations for camp, and to register the youth. Twenty to twenty-five excited youth and their par-ents come to camp on the first day. While the youth begin to enjoy the fun, active program, parents are given an orientation and training on how Scouting gives youth the tools to plan and carry out fun outdoor adventures, try out different leadership roles, and build self-confidence and self-reliance. Parents help at camp during the rest of the week, developing the knowledge to continue to provide Scouting within their community. It’s a win-win situation!

Métis Symposium 2010The Royal Bank of Canada has provided a grant just under $10,000.00 to hold a Métis Symposium on Scouting in Fredericton, New Bruns-wick in 2010. The objective of the symposium is to outreach to the Métis communities in Eastern Canada in order to understand and ap-preciate their needs with youth programming and offer Scouts Canada programs as an alternative in a joint partnership. The day-long sympo-sium will provide opportunities to develop a strategy for implementa-tion of a plan to reach more youth with the focus being on leadership and Métis cultural and spiritual needs.

First Nations Symposium on Scouting 2009On Saturday May 23, 2009, approximately twenty people gathered in Winnipeg Manitoba for the first historic First Nations Sympo-sium on Scouting. We learned of the importance of balance in life, health, earth, spirituality, traditions and the role of the Elders in the community. First Nations representatives identified the need for program structure, and youth leadership development, offering their own curriculum to enhance First Nations traditions, history and language through Scouting programs. Grand Chief Ron Evans stated, “Our youth are in need of positive influences and recreation-al programs that recognize our own cultural values, which include the worldview that all things, including animals and the land, have a spirit and are due respect.”

Steve Kent, our volunteer Chief Commissioner agreed. “Our programs offer the best of youth leadership, environmental stewardship and healthy, active living,” said Kent. “There is no limit as to what we can accomplish together.”

The meeting closed with a sense of anticipation and excitement for the future.

Aboriginal ScoutingThere is a proud history of connection between Scouts Canada and Canada’s native peoples. Starting in the 1960s, Scouting volunteers moved into the northern communities bringing their message of Scout-ing’s values and benefits. Flexibility within the program allowed for inclusion of Inuit and First Nations elements, while building strong, self-confident members of society.


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Scouts Canada Arctic and Northern Cub and Scout BadgesRealizing there was a need to recognize the traditional skills of youth within the Northwest Territories, Scouts Canada created a series of special Arctic and Northern badges. These badges were created beginning in the 1960s with the help of volunteers from the Dene and Inuit peoples in what was then the Northwest Territories. Today, Cubs and Scouts in the Northwest Territories and Nunavut can earn up to 16 special badges of their own. With titles such as Lamp Maker, Carver, Snowmobile Driver, Dog Driver and Igloo Builder, Scouting is helping to ensure these traditional skills are passed onto future generations. To find out more about Scouting in the NWT, please contact Mike Kalnay in Yellowknife: ([email protected]).

ABOUT SCOUTINGScouting HistoryIn 1907, a small but innovative outdoor program was launched. This program would eventually grow into a worldwide Movement, the likes of which had never been seen before. The Movement came to Canada more than one hundred years ago, and if its founder Lord Baden-Powell were here today, he would be amazed! Scouts Canada is home to thousands of young people nationwide, with programs administered by caring leaders trained in outdoor skills, and dedicated to shaping our youth to be all they can be as future citizens. Over half a billion young people from virtually every country and culture have pledged to live by our founder’s values: Be kind… Do your Best… Leave each place a little better than you found it. These future leaders will make a difference today and tomorrow.

MissionScouts Canada’s Mission is “to contribute to the education of young people, through a value system based on the Scout Promise and Law, to help build a better world where people are self fulfilled as individuals and play a constructive role in society.”

FAST FACTS:

28 million members worldwide –the world’s largest youth movement

100,000 members in Canada today

Open to both boys and girlsfrom ages 5 – 26

Contact 1 888 ScoutsNow to join

Visit www.scouts.ca.

Dog Driver

Snowmobile Driver

Igloo Builder

Teepee Raising


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We do this through seven fun, exciting and innovative programs for youth. Our pro-grams offer a great amount of flexibility, allowing youth and leaders to design activities that reflect their interests, culture, and diversity. Badge require-ments are flexible enough to accommodate traditional teaching and crafts from all cultures. We constantly seek new ways to provide youth with fun, interesting and chal-

lenging program and activities. Scouting is fully co-ed, and welcomes all cultures and religious denominations. It’s our belief that every child deserves to be involved in Scouting, and we work hard to help communities provide these opportunities.

Cutting-edge Program ActivitiesProtect your natural world through the Leave No Trace program; care for your environment through the Climate Change program; and, “Be Prepared” (the Scout Motto) through the Emergency Preparedness program. In 2010, Les Stroud, TV’s “Survivorman,” joined Scouting to promote the skills of survival, developing two challenges for older youth to help them feel more at home alone in the wilderness. Individual Speciality Badges allow for youth to explore what interests them, and work towards learning more about it. Flexible and diverse, there truly is something for every-body within Scouting’s programs.

Get Involved!Join 100,000 youth and volunteers in the adventure of a lifetime. Make new friends, have fun, learn the value of teamwork and leadership, and help create a better world. Our leaders have access to handbooks, online training, training, resources and mentors. For more infor-mation, visit www.scouts.ca, or call 1 – 888 Scouts-Now. It starts with Scouts.

SCOUTING PROGRAMS

Beavers (boys and girls ages 5 – 7)Motto: Sharing, Sharing, SharingFun and friendship are the cornerstones of the Bea-ver program. Nature walks, short hikes, and family camping give Beavers a taste of outdoor fun.

Cubs (boys and girls ages 8 – 10)Motto: Do Your BestHikes, weekend camps, and an introduction to water activities like canoeing and kayaking are just a few of the fun outdoor adventures that Cubs enjoy.

Scouts (boys and girls ages 11 – 14)Motto: Be PreparedThe Scout program emphasizes outdoor and environmental activities, citizenship and community service, leadership and personal development.

Venturers (young men and women ages 14 – 17)Motto: ChallengeVenturing helps teens learn new skills that can lead to a satisfying career. The Venturer program is designed by the youth themselves, focused on their interests. It emphasizes the outdoors, com-munity service, leadership and career exploration.

Rovers (men and women ages 18 – 26)Motto: ServiceRovers often participate in adventurous activi-ties like mountain climbing, whitewater rafting or backpacking trips. Many Rovers move on to become leaders with the Scouting program.

SCOUTSabout is everything Scouting knows about programming for children ages 5 – 10, but packaged differently. Offered in three-month modules, SCOUTSabout is run after school in schools or community centres, or during school breaks and summer vacation.

Extreme Adventure offers the opportunity for young men and women from ages 14 – 17 of age, to plan and participate in one or more of a variety of short-term, adventure-based activi-ties. Adventures might include hiking expeditions along historic trails; cycling tours; water-based trips; adventure racing; or traveling to other countries to participate in humanitarian projects.

Building a Latrine

Trying it out

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Agnico-Eagle is committed to creating economic prosperity for its stakehold-ers in a safe, socially and environmentally responsible manner. This is how we define sustainability and we apply it in our business activities through

four core values: operate safely, protect the environment, treat people and commu-nities well, and make a profit.

It is important to us to: Continue to learn from our combined past experience•Base our progress on our competence and resources•Consistently show respect to our employees and build on the foundations laid •out in the early yearsCreate a safe workplace by empowering our employees to consistently work in •a collaborative way in a culture where safety and respect are paramountShow respect for the environment by using best industry practices and inno-•vation to continuously improve our environmental performance wherever we work in the worldShow respect for the communities in which we operate and earn their respect •by consistently acting in a socially responsible manner and giving back to these communitiesMaintain our economic success by working together with all of our employees •and stakeholders to create profits which allow all to benefit

We understand that in order to maintain our social license to operate we must provide our employees with a safe and healthy workplace, be responsible stew-ards of the environment and deliver tangible benefits to our host communities and countries.

We continue to develop relationships with our local communities through dia-logue and by helping them build for the future. We see ourselves as residents with a responsibility to give back to the community in many ways – including financial contributions to public initiatives, maximizing employment of people from local communities, enhancing business opportunities for local suppliers, and develop-ing transferrable skills through training programs so that employees can find other work when our activities come to an end in their community.

We strongly believe that it is possible to fulfill profitability objectives while mini-mizing environmental impact and ensuring people’s safety. We are promoting a culture of excellence that encourages our employees to continuously improve their skills and not only to meet but to exceed the regulatory requirements for health, safety and environment.

Dedicated to improvingthe health status of

First Nations Peoples

810-473 Albert Street,Ottawa, Ontario

K1R 5B4

Toll Free: (866) 869-6789

www.afn.ca

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The Dryden Municipal Telephone System is afull-service public utility telephone companyowned by the City of Dryden.

Our mandate is to provide efficient and effective,state-of-the-art, nationally connected telecommunica-tions services to our subscribers while maintainingthe financial and technical integrity of the system.

Profits made by the company are used to keep thecompany current with new technologies and toreduce the tax burden on the residents of the City ofDryden.

We provide:

1. Telephone service to the residents and businesses located in West Dryden, i.e., the por-tion of the City of Dryden that was the Town of Dryden before the amalgamation of theTown of Dryden and the Township of Barclay into the City of Dryden,

2. Cellular, Mobile Radio and Paging Services to all residents of the general area, and Salesand Leasing of Globalstar Satelite Telephones

3. Internet Service to the general area, with High Speed DSL in Dryden, and Dial-upService in and around our city, as well as High Speed Wireless Internet fromVermilion Bay west of Dryden to Wabigoon to the east on Northwestern Ontario'slargest Wireless Internet Network.

Our Business Offices and Retail Telephone Store is located in the City Hall, at 30 VanHorne Avenue, and we are open from 8:30am to 4:30pm, Monday to Friday (exceptstatutory holidays). We can be reached by fax at 223-1109 and by phone as follows:

- General telephone and Internet service inquiries : 223-1100 - Cellular and Mobility inquiries : 221-1000 - Connections, disconnections and billing inquires : 223-1111 - Trouble reports for Dial-up, DSL, and Wireless Internet : 221-2100 - Directory Advertising : 223-1115

www.DTMS.biz

MARGARET THOMPSON CENTRERoss River,Yukon Y0B 1S0

867.969.2722

P.O. Box 510, Kuujjuaq, Québec J0M 1C0

819-964-1185www.nunavikrotors.com

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The Canadian Boreal Forest Agreement – signed in May by 21 forest companies and nine leading environmental organizations – aims to conserve significant areas of Canada’s boreal region, protect threatened woodland caribou and provide a competitive market edge for participating companies. Once fully implemented, the agreement will lead to the highest envi-ronmental standards of forest management in 72 million hectares of Canada’s public boreal forest – an area almost twice as big as Japan. The forest companies, all members of the Forest Products Association of Canada (FPAC), will immediately suspend new logging in nearly 29 mil-lion hectares to develop conservation plans for endangered caribou, while maintaining essential fibre supplies for uninterrupted mill operations.

“The importance of this agreement cannot be overstated,” says Avrim Lazar, President and CEO of FPAC. “It’s gratifying to see nearly a decade of industry transformation and hard work greening our operations is culminating in a process that will set a forestry standard that will be the envy of the world.”

“We’re thrilled that this effort has led to the largest commercial forest conservation plan in history, which could not have happened without both sides looking beyond their differences,” says Steve Kallick, Director of the Pew Environment Group’s International Boreal Conservation Campaign. “As important as today’s an-nouncement is, our ultimate success will be measured by how we tackle the work ahead to put this plan into practice.”

Canada’s Environment Minister Jim Prentice welcomed the agreement: “I am particularly encouraged by the commitment to develop world-leading standards for sustainable forest practices to identify protected areas and to support species at risk recovery.”

Under the Canadian Boreal ForestAgreement, signatories will:

Accelerate completion of the protected spaces network for the •boreal forest that represents the diversity of ecosystems within the region, and serves to provide ecological benchmarks. Develop and accelerate implementation of plans to protect •species at risk in the boreal forest, with a priority focus on boreal caribou.Implement world-leading, on-the-ground sustainable for-•est management practices that best reflect the principles of

ecosystem-based management in the boreal forest.Take action on climate change, with a full life cycle approach •to forest carbon management. Help support the economic future of forest communities and •recognize conservation achievements in the global marketplace.

In the early stages of the agreement, theindustry and environmental organizations will:

Develop jointly supported caribou action plans that are •based on leading, independent science and will provide input into relevant government processes.Produce ecosystem-based management guidelines to be in-•tegrated into existing practices by participating companies. Identify areas of climate and energy policy that intersect •with forest management and conservation, and create a work plan for developing joint positions.

Recognizing that governments are decision makers within their jurisdictions, participants have begun meetings with provin-cial and First Nation governments, and local communities across Canada to seek their leadership and full participation. The agreement recognizes that consti-tutionally protected aboriginal and treaty rights must be respected.


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The progress made to reach the objectives laid out in the Canadian Boreal Forest Agreement will be regularly measured and reported on by a jointly agreed-upon independent auditor.

More information about the Canadian Boreal Forest Agreement is posted at www.canadianborealforestagreement.com.

Who’s involved? Forest companies (all represented by the Forest Products Associa-tion of Canada): AbitibiBowater, Alberta Pacific Forest Industries, AV Group, Canfor, Cariboo Pulp & Paper Company, Cascades Inc., DMI, F.F. Soucy, Inc., Howe Sound Pulp and Paper, Kruger Inc., LP Canada, Mercer International, Mill & Timber Products Ltd, NewPage Port Hawkesbury Ltd, Papier Masson Ltée, SFK Pulp, Tembec Inc., Tolko Industries, West Fraser Timber Co. Ltd, Weyerhauser Company Limited.

Environmental organizations: Canadian Boreal Initiative, Canadian Parks and Wilderness Society, Canopy, David Suzuki Foundation, ForestEthics, Greenpeace, The Nature Conservancy, Pew Environ-ment Group International Boreal Conservation Campaign, and Ivey Foundation.

Participants agree there is value in other companies, industry as-sociations and environmental organizations signing and helping to implement the agreement.


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The Spousal Abuse CounsellingProgram, located in Rankin Inlet,Nunavut, is the first and only

program available in Nunavut to treatabusers. The pilot program phase, whichwas funded by the Federal Department ofJustice, expired May 30, 2005. TheGovernment of Nunavut Department ofCommunity Justice provided fundinguntil March 31, 2006. The program con-sists of group counselling sessions forabusers, counselling for victims of spousalabuse and an educational outreach pro-gram in the community. The FederalDepartment of Justice continues to sup-port the program. The Pulaarvik KabluFriendship Centre sponsors the programand it is delivered in partnership with theKeewatin Legal Services Centre, theCrown Prosecutor’s Office for Nunavut,the Nunavut Department of Justice andthe Rankin Inlet Community JusticeCommittee. A multi-sector SteeringCommittee, as well as an elders advisorycommittee, guides its operation.

Program participants are convictedabusers mandated by Nunavut court(mostly men, but including somewomen) who are required by the courtto participate in the program rather thangoing to jail. The program is targeted atyoung abusers, with the intent of chang-ing their behaviour early and preventingfuture abuse against possibly many part-ners. Abusers attend a total of 36 groupsessions over a period of 2 ? to 3months. They can only miss a maxi-

mum of three sessions and remain in theprogram. If they complete the program,their criminal record is eliminated. Aqualified counsellor with training inabuse issues leads the sessions, whichinclude both educational and therapeu-tic content. Participants learn about thedifferent kinds of abuse the cycle ofanger and violence, maintaining balancein their lives and having healthy rela-tionships. At the same time that abusersare in the program, staff provides sup-port to the abused spouses. They receivea home visit and can participate inevening group sessions. Program staffalso offers couple counselling thatincludes the whole family, as this is con-sidered the most effective method inInuit communities.

The program has an elders’ committeeof 11 and some of the elders have a rolein doing marriage counselling to theclients. They teach three (3) group ses-sion nights on reclaiming and reconnect-ing and traditional marriage counselling.Graduate clients also take part in doinga presentation about being part of theprogram. This really helps the clients tobecome more confident knowing thatthey are not alone.

The program also invites a married cou-ple from the community to come to oneof our group sessions as guest speakers.They talk about marriage relationshipsand answer questions from the clients.

Emiline Kowmuk, the program’s coordi-nator / counsellor, finds operating theprogram to be both challenging andrewarding. There can be barriers to work-ing effectively with other organizationsand the criminal justice system, and notall abusers are open to change. However,the results of the program are very prom-ising. Of the 28 abusers who participatedin the program up to March 2005, onlytwo offenders had subsequently beencharged with assault. One of them repeat-ed the program and had not re-offendedafter that. To date, 40 Inuit men and 3Inuit women have completed the pro-gram. Evaluation interviews with theoffenders and victims showed that mostoffenders would recommend the programto others. They said they learned newcommunication skills, and how to copewith their feelings in a non-violent way.Program participants now spend moretime with their children, help around thehouse and many have given up alcohol.Victims reported they felt safer after theprogram and learned how to diffuse situa-tions and go to others for help. Childrenwere happier and doing better in school.

For more information contactEmiline Kowmuk,

Coordinator/Counsellor,Spousal Abuse Counselling Program,Pulaarvik, Kablu Friendship Centre,

Rankin Inlet, telephone:

867-645-3785

Chesterfield Inlet, NU X0C 0B0

Telephone: (867) 898-9951Fax: (867) 898-9108

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G.D.’sGarage

Autobody & Mechanic

Tel.: (450) 632-9891Fax: (450) 635-6050

Glen Delaronde Autobody& Mechanical Shop

P.O. Box 298, Kahnawake J0L 1B0

P.O. Box 272Selkirk, Manitoba

R1A 2B2

Sewerand WaterContractor

Selkirk Line Winnipeg Line(204) 482-5031 (204) 475-8782

Fax Line (204) 482-9166Email: [email protected]

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Do you ever wonder why many surfers wear wet suits year round, throughout different water temperatures? It’s because water conducts heat away from the body, which

means that even in warm water, hypothermia is still a threat. A wet suit works by trapping a thin layer of water between it and the skin. Then the body temperature of the surfer heats this water giving a nice warm water blanket. So as you can see, the wet suit gives surf-ers many year-round benefits, including peace of mind, protection, comfort and performance.

So what does this have to do with your hydraulics? Well, believe it or not, the benefits that the wet suit provides the human body are similar to what a quality, all-season hydraulic fluid can provide to your hydraulic system. Don’t you want peace of mind, protection and performance too?

As you know, today’s hydraulic systems are much smaller, run at more extreme temperatures and work harder than ever before. On top of those challenges, many hydraulic systems, especially in mobile outdoor applications, have to operate through a wide temperature range.

Finding the right hydraulic fluid can make a big difference in ensuring peak performance throughout extreme temperatures and conditions as well as helping to reduce downtime and extend drain intervals. Fortunately, just like our hydraulic systems, hydraulic fluids have come a long way in terms of performance.Knowing what to look for is key to getting the right fluid for your system needs. A number of important factors come into play when choosing the right hydraulic fluid. Of course you want to make sure the fluid you choose meets OEM specifications and adheres to best practices. You also want to ensure you have a strict maintenance and service protocol to keep your equipment running at its best.

The Importance Of A High Viscosity Index One important characteristic to look for in a hydraulic fluid is the Viscosity Index (VI) – an important indicator of the oil’s abil-ity to resist changes in viscosity due to temperature variations. The higher the VI, the less the oil’s viscosity will be affected by temperature changes.

For hydraulic equipment that is subject to a wide range of operating temperatures, high VI fluids are essential to reduce internal pump leakage, eliminate sluggish operation, and in-crease overall operating efficiency. By maintaining optimal fluid viscosity at a wide range of operating temperatures, a fluid with high VI can increase pump efficiency in outdoor applications, lowering the diesel fuel consumption for the same amount of work while boosting equipment productivity, and decreasing the CO

2 emissions.

D’K h”hUDSyd`nWahsa Distance Education Centre

Box 1118, 74 Front Street,Sioux Lookout, Ontario P8T 1B7Phone: (807) 737-1488Toll Free: (800) 667-3703Fax: (807) 737-1732Website: www.nnec.on.ca

A Program of Northern Nishnawbe Education CouncilHead Office: Lac Seul, Ontario

VxÄxuÜtà|Çz EH lxtÜá4

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Low TemperaturesAt extreme cold temperatures, you want your hydraulic fluid to have excellent fluidity which relates to the right viscosity based on temperature. This allows the oil to flow more readily. If the oil is too thick at cold temperatures, it simply won’t flow properly and start-up may take longer. For instance, in outdoor mobile equipment, it is not unusual to reduce warm-up time in the winter from 15 or 20 minutes to just three or four minutes with the right hydraulic fluid.

Research (as shown in Figure 1 below) demonstrates the strong performance of HYDREXTM XV at low temperatures. Brookfield viscosity tests help to determine the viscosity of a fluid by use of a Brookfield Viscometer. This test measures the torque resistance on a spindle rotating in the fluid being tested at a certain low temperature. Less resistance (lower Brookfield result) can help reduce the risk of equipment wear and potential damage during cold temperature start-ups.

Figure 1

Brookfield viscosity data shows that at cold temperatures (-40°C), HYDREX XV performs better than competitive products.

High TemperaturesAs seen in Figure 2 below, a premium performance, all-season hydraulic fluid can provide extra pro-tection during periods of extreme high temperatures, which can help minimize wear on equipment and bring greater peace of mind when equipment is running under heavy loads and high pressures.

Figure 2

HYDREX XV out-performscompetitor multigrade products by providing greater protection at high operating temperatures. *Operating temperature limits are determined by the equipment manu-facturer. Petro-Canada has chosen to define the upper operating tempera-ture to be the after-shear oil viscosity of 10 cSt for mobile equipment.

A typical hydraulic pump can convert up to 20% of its horsepower into heat, so most

fluids may run at elevated temperatures which also present challenges to hydraulic fluids. At extreme high temperatures, you don’t want your hydraulic fluid to become too thin. You need the optimal viscosity, meaning the ideal viscosity for the operating temperature, to optimize efficiency of the hydraulic pump.


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Inventory Consolidation& All-season PerformanceJust like a surfer relies on their wet suit to provide all-season performance, mobile and industrial equipment operators are also looking for all-season performance from their hydraulic fluids.

And consolidating to one product year-long brings additional benefits. A premium all-season hydraulic fluid will help protect against equipment failure dur-ing the wide temperature swings of spring and fall. It also helps to eliminate the chance of equipment damage due to missed seasonal oil changes.

Operations and maintenance managers must assess every facet of their operation to keep equipment – and business – running at its best. Choosing an all-season hydraulic fluid that is formulated for peak performance through a wide temperature range will go a long way to help minimize downtime, enhance your bottom line and protect your peace of mind.

HYDREX XV All Season is a long-life, anti-wear hydraulic fluid hydraulic fluid that has been specifi-cally formulated by Petro-Canada for year-round use in equipment that must perform in low and high temperature ranges. During cold weather condi-tions, HYDREX XV provides optimal viscosity in the hydraulic pump at temperatures as low as –40°C (–40°F) and as high as +79°C (+174°F). HYDREX lasts up to 3 times longer and offers up to two times better wear protection than the leading hydraulic oil brand†. HYDREX also resists oxidative breakdown preventing harmful sludge build-up.

So, when you use the right fluids in conjunction with your preventative maintenance program, getting wide temperature performance from your equipment isn’t as daunting as you may think. We bet it’s a lot easier than trying to fit into a wet suit!

†Measured against the number one selling North American hydraulic oil brand.

Christie Longhurst is Category Manager, Hydraulic Fluidsat Petro-Canada Lubricants.

For more information on Petro-Canada’s line of hydraulic fluids please call 1-800-268-5850

e-mail [email protected] orvisit lubricants.petro-canada.ca


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Weechi-it-te-win Family Services is a community oriented, com-munity based, First Nations

staffed Child and Family Services Agency. Our mandate is to create an “Indian Alternative” to mainstream Children’s Aid Societies. Our mission is to preserve Anishinaabe identity; to strengthen and maintain Anishinaabe families; and to assure the growth and development of all children within their families and com-munities.The Agency serves 10 area First Nations in the southern region of Treaty #3. Weechi-it-te-win Family Services fundamental purpose is to revitalize the Pimatiziwin of the communities served and through this revitalization strengthen cultural resiliency.

The Elders have advised and informed Weechi-it-te-win that the Agency has Cultural Rites as an Aboriginal Organization. The Cul-tural Rites arise from the fact that the Agency was born from Ab-original aspirations and determination and as such was bestowed a Name and Ishoonun. In accordance to Aboriginal cultural thought, the Agency’s Name came from the Atisookaanug as well as the emblem of the Loon. The loon has provided numerous instructions to Weechi-it-te-win on how the organization needs to operate and perform. Later, Weechi-it-te-win was bestowed pipes, flags, a drum and medicines. Because of these Sacred items, Weechi-it-te-win has a duty to ensure that they are treated in a cultural manner that respects the original instructions from the Elders and ceremony that transferred these items to Weechi-it-te-win.

Additional to the Aboriginal cultural thought, the moment Weechi-it-te-win received its Name it became more than a simple organiza-tion that provides services, it in fact became customarily personified in the eyes of the Atisookaanug. This means that Weechi-it-te-win became a person, (much like the idea of a corporation under The Corporations Act), a living and breathing Aboriginal entity with a customary responsibility for family and cultural preservation expressed in the concept Abinoojii Naaniigaan.

“Abinoojii Naaniigaan” expresses a legal con-cept from the traditional law of the Anishin-abe people. There is no conflict between this concept and the English-language concept “the best interests of the child”. The principle is the same. However there will often be practical differences between Abinoojii Naaniigaan for an Anishinabe child and the best interests of a

non-Anishinabe child. Either child would likely have physical and emotional ties to its immediate (e.g. nuclear) family that should be preserved wherever possible in any culture. The differences arise from the physical, emotional, social, cultural, linguistic and spiritual ties that an Anishinabe child has and should have within the sacred circle of inaawendiwin, which includes its immediate and extended families, its Anishinabe community and its Anishinabe people.

Identifying the best interests of an Anishinabe child therefore requires a much wider understanding of the existing emotional, social, cultural, linguistic and spiritual context of that child – its human relationships, more completely expressed as inoodeziwin - than would usually be the case for a non-Anishinabe child. It calls for a careful weighing of all factors affecting the safety and well-being of the Anishinabe child including the wider range of caring opportunities that may arise from those human relationships and the correspondingly wider vulnerability of the Anishinabe child to damage in its human relationships. Generally speaking, avoidable damage to these relationships is not consistent with the best inter-ests of the child. It should be avoided.

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The question of what damage is avoidable is central to assessing needs and planning child care services. It may involve weigh-ing potential damage to a child’s physical and emotional safety inherent in child care arrangements against certain damage to the child’s emotional, social, cultural, linguistic and spiritual safety and well-being that may be limited or avoided by those child care ar-rangements. This weighing must not be influenced by any political considerations. Naaniigaan Abinoojii!

When a child is at risk there will usually be no option that can eliminate all risk. The responsibility of the First Nation Teams supported by and with the authority of Weechi-it-te-win Family

Services Inc. is to minimize the risk. This cannot be achieved by focusing on physi-cal safety in the absence of other aspects of the child’s safety and well-being. It can be achieved only by weighing all options in terms of gaanaandaawe bimaadiziwin (inad-equately expressed in English as the child’s physical, emotional, social, cultural, linguis-tic and spiritual well-being and safety).

Weechi-it-te-win Family Services has a model of decentralized services. Services are provided by Community Care Teams at the First Nations level who are Band employees. In centralized governance models, administration, management and service delivery are generated from one central location. Initially WFS had to adopt a centralized model but has been in full decentralization or devolution since 2000. For Weechi-it-te-win Family Services devolution is fulfilling the original vision of the Planning Committee during the period of the Agency’s conceptualiza-tion. Devolution community based control and operation, is the form of management reflective of the paradigms and systems of governance understood by the Anishinabe that Weechi-it-te-win serves.

Weechi-it-te-win’s devolved service model, customary care practices, cultur-ally congruent services, and creation of policies to empower our First Nations communities are efforts put forward by the Anishinabe themselves. The Weechi-it-te-win Council of Elders and Board of Directors have established and lead the way to administratively harmonize both mainstream and Anishinabe Laws as a deterrent to contemporary and historical social policies and conditions that have produced significant trauma and loss for our Anishinabe Nations.


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As part of the duty to provide culturally relevant services WFS utilizes customary care as the primary means of meeting the needs of children who are in need of alternative placement. Customary care is an important strategy for avoiding the cultural displacement experi-enced by Anishinabe children separated from their families, extended families and communities. While Customary care can be generally understood as a traditional approach to caring for children through extended family members in ways that are grounded in the traditions, values, teachings, and customs of that child’s community. Customary care concepts are rooted in teachings that the Anishinabe care for one another from birth to death. Customary care is not merely about fos-ter care but is a way of life that ensures the rights of the Anishinabe are adhered to. Customary care is a way of life that ensures natural cultural resiliency and promotes positive cultural identity by way of land base, language, clan, and family.

Caring for and raising its children is central to the Anishinabe culture. Weechi-it-te-win affirms and asserts Cultural Competence which assists our Agency in the process of assessing our child welfare services and adapting attitudes, policies and practices to become culturally competent as the Agency interacts with Aborigi-nal client populations. Weechi-it-te-win believes that a culturally competent Agency acknowledges and incorporates, at all levels, the importance of culture, assessment of cross-cultural relations, vigilance towards the dynamics that result from cultural differences, the expansion of cultural knowledge and the adaptation of child welfare services to meet culturally unique needs. Cultural com-petence is considered as a preferred goal for the Agency to strive and achieve and to become culturally competent is recognized as a systematic and developmental process.

To learn more about Weechi-it-te-win Family Services and their unique service delivery modelplease visit their website at www.weechi.ca

NUNALITUQAIT IKAJUQUATIGIITUT

InuIt AssocIAtIon

P.O. Box 809Kuujjuaq, Quebec J0M 1C0

819.964.2976


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At 50 years old, Algoma University student Joanne Robertson is taking on the biggest challenge of her life. Her goal is to ensure that all First Nation communities in Canada have safe

drinking water.

Her mission began in March of 2009 after attending a Commu-nity Economic and Social Development (CESD) class at Algoma University where the topic of discussion was human rights. “At the United Nations Commission on Human Rights, Canada was the only one to vote against water as a human right. I was shocked by this”, says Robertson. “Water is a human right. It is necessary to sustain all life.”

As a student studying Graphic Design and Native Arts & Culture, Robertson wanted to use what she had learned from both the CESD program and Shingwauk Kinoomaage Gamig to make a difference and draw attention to the dire need of many First Na-tion communities in Canada who go without life’s basic necessity. “We’ve all heard about Walkerton, but have we heard about the First Nation communities that go without safe drinking water?” Robertson questions. “1 in 6 First Nation communities in Canada are on a boil-water advisory.”

A research assignment presented Robertson with the inspiration to begin her campaign. While writing a paper for her Modern Arts class in March 2009, she saw a Guy Limone art installation that used plastic figurines and blood red paint to show how many people had been murdered in New York City. She connected with the piece immediately, and very quickly developed the core of the Empty Glass for Water campaign. “The idea came to me within 20 minutes,” she explains, “I knew that I needed to attach a symbol to those who were invisible.”

That symbol was an empty glass, 350 of which she has personally mailed for students and community members to the Prime Minister of Canada, the first being mailed in the spring of 2009, the day after

the idea struck her. “The empty glasses represent individuals that are living without access to clean drinking water. I wanted the symbol to be something physical, that couldn’t be shredded, but at the same time fragile, like the children in our communities who live without this precious gift.”

Robertson is unaware of how many glasses have been sent. “It start-ed out as one idea, but it’s definitely a community campaign now,” she proudly states. “The Algoma University community has been behind this campaign from the beginning. The Shingwauk Aborigi-nal Student Association (SASA) and the Algoma University Student Union (AUSU) both support the campaign, and it has recently been unanimously supported by the Canadian Federation of Students.

The success of the campaign has reached the highest levels of government, since Chief Dean Sayers of Batchewana First Nation and Chief Laurie Carr of Hiawatha First Nation first helped her to submit resolutions to the Assembly of First Nations and the Chiefs in Ontario. The resolutions were adopted without opposi-tion by the Assembly of First Nations in September of 2009. In December of 2009 Chief Dean Sayers hand-delivered a glass to Prime Minister Stephen Harper, and a glass was hand-delivered via Josephine Mandamin, Mother Earth Water Walker, to Ontario Premier Dalton McGuinty.

When asked about how far the Empty Glass for Water campaign has come in such a short period of time, Robertson is humble. “I haven’t personally left campus to promote it, so it still feels surreal,” she says. “I want to keep it grassroots.” To do so, Robertson organizes fundrais-ing events to raise money for the campaign. She has enlisted student help to create a film (Glass Action, available on YouTube) and is in the process of developing a website (www.emptyglassforwater.ca) that will allow supporters to inform her about glasses they send, as well as track water ceremonies worldwide. “Greet, pray and leave tobacco at all bodies of water. We need to show our gratitude and respect for the water,” says Robertson. continued on page 84

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As a graduating student of the Algoma University class of 2010, Robertson is starting to look beyond graduation, but feels very passionate about the continuation of the Empty Glass for Water campaign. “I came to post-secondary education later in life,” she says, “but it’s been a great experience for me. I was overwhelmed, with the launch of the campaign, how generous people can be with their time and efforts, and I am so grateful to have had this experience. I want it to flourish even after my time here, and hope that the momentum it has achieved can be sustained.” Robertson realizes the enormity of the task, “This month the federal government introduced new drinking water legislation for First Nations. Bill S-11 provides no guarantees that drinking water infrastructure will be improved,” she em-phatically adds “there is much work to be done.”

FROM ALGOMA COLLEGE TO ALGOMAUNIVERSITY COLLEGE TO ALGOMA UNIVERSITYThe desire to establish an undergraduate Liberal Arts College in Sault Ste. Marie originated as a broad citizens’ movement in the 1950s. In October of 1964, the Algoma College Association was incorporated by Letters Patent of the Province of Ontario. One year later, Algoma College was established as a non-sectarian insti-tution affiliated with Laurentian University.

In September of 1967, Algoma College opened its doors to its first students. Its program for full-time students was limited to the first year of the B.A. and B.Sc. degrees. In part-time studies, the College was permitted to offer the full B.A. program. In the early years, part-time enrolment expanded rapidly.

The strong community support that led to the founding of the College continued during the early years of its development. The

citizens of Sault Ste. Marie, through their municipal government, provided major as-sistance to the College in the form of capital and operating funds. In addition, local industries, businesses, service clubs, and in-dividuals established a scholarship program for students attending the College.

The year 1971 marked a significant turning point in the College’s history in respect to both program and facilities. The provincial Department of University Affairs authorized the expansion of full-time degree studies in Arts to the full three years. Students could now earn their degrees in Sault Ste. Marie. In September 1971, the College was relocat-ed to its own campus. The College moved to the site of the now-closed Shingwauk Indian Residential School. Extensive reno-vations were completed to Shingwauk Hall, and temporary buildings were constructed to provide a Science Laboratory, Music Conservatory, Language Laboratory, office and classroom facilities.

In 1973, construction of a library wing was completed. In 1989, the Arthur A. Wishart Library was opened and other renovations completed. In 1992, the George Leach Centre was opened for athletics and recre-ation. A student residence was completed and occupied in September 1995 with a new addition available in September 2001. In 2005, the construction of a new Infor-mation Communication Technology (ICT) building was completed. The next waved of multi-million dollar campus expansion projects are underway, with the BioSciences & Technology Convergence Centre slated to open in 2011.


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In 2006, Algoma University signed a Covenant with the Shingwauk Education Trust, which commits both institutions to grow together, providing mutual support. Algoma Univer-sity is proud to serve the Anishinaabe (First Nations, Métis and Inuit) people of the Algoma District and beyond, and the Covenant provides a firm foundation for future development of Anishinaabe education, both by Shingwauk Kinoomaage Gamig and by Algoma University.

On June 18th, 2008, the Government of Ontario dissolved Algoma University College and created Algoma University, Ontario’s 19th university.

Algoma’s special mission is:(a) to be a teaching-oriented university that provides programs in liberal arts and sciences and professional programs, primarily at the undergraduate level, with a particular focus on the needs of northern Ontario; and(b) to cultivate cross-cultural learning between Aboriginal communities and other communities, in keeping with the history of Algoma University and its geographic site.

Algoma University is primarily a teaching university. The University’s first concern is meaningful, innovative and qual-ity university education. Students at Algoma U find a broad choice of programs, covering the humanities, sciences, social sciences and professional areas such as Business. Faculty re-search supports teaching excellence, and student participation in basic and applied research is encouraged.

THE LEGACY OF CHIEF SHINGWAUKThe Shingwauk School, or “Teaching Wigwam”, was origi-nally envisaged by the great Ojibway Chief Shingwaukonse (1773-1854) as a learning place for cross-cultural understand-ing and synthesis of traditional Anishinabek and modern European knowledge and learning. Commissioned in 1832 in co-operation with Canadian Government and Anglican Church partners as part of St. John’s Mission to the Ojibway, the Shingwauk School was opened in Sault Ste. Marie in 1833, relocated to Garden River (1838-74), and to the current site as the Shingwauk Industrial Home (1874-1935). It was renamed the Shingwauk Indian Residential School (1935-70).

The legacy of Chief Shingwauk became warped by the federal government’s goal of assimilation and integration, as evidenced by the federal residential school policy. Still, it was the echoes of the original dream of cross-cultural understanding, aboriginal rights and self-determination that survived to reshape the mission and identity of Algoma University.

THE SHINGWAUK PROJECTThe Shingwauk Project is a cross-cultural research and educational development project of Algoma University and the Children of Shingwauk Alumni Association (CSAA). It was founded in 1979 by its current Director in collaboration with Dr. Lloyd Bannerman of AUC, Chief Ron Boissoneau (1935-2000) of Garden River, Shingwauk Alumnus and Elder Dr. Dan Pine Sr. (1900-1992) of Garden River, and others who recognized the profound importance

of the commitment to the Shingwauk Trust and the relationship with Canada’s First Nations that Algoma University assumed upon its relocation in 1971 to the site of the former Shingwauk Indian Residential School.

Inspired by Shingwauk’s Vision, the Shingwauk Project and the Children of Shingwauk Alumni Association (CSAA – former students of the Shingwauk Indian Residential School, and staff, de-scendants, families and friends) are partnered with Algoma U, the Anglican Church, the Shingwauk Education Trust (SET), the Dan Pine Healing Lodge, and others to: research, collect, preserve and display the history of the Residential Schools; develop and deliver projects of “sharing, healing and learning” in relation to the im-pacts of the Schools, and of individual and community cultural res-toration; and accomplish “the true realization of Chief Shingwauk’s Vision” through the establishment of Shingwauk University.


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With the support of The Children of Shin-gwauk Alumni Association and Algoma University, the history and activities associ-ated with the Shingwauk Indian Residen-tial School are being gathered under the auspices of The Shingwauk Project so that the public may become more aware of the vast history and tradition represented by the Shingwauk buildings and site.

Through the CSAA, the campus is home to the national office of the National Resi-dential School Survivors’ Society (NRSSS) that represents the Indian, Inuit and Metis survivors of the Residential School system of Canada. The CSAA also operates the re-gional office of Resolution Canada’s ADR Pilot Project that addresses Residential School claims and commemoration issues. CSAA members serve on the Residential Schools Working Group of the Assem-bly of First Nations (AFN), the United Nations’ World Council of Indigenous Peoples and many other local, regional and national organizations.

The Shingwauk Project and the CSAA have undertaken many activities since 1979 including reunions, healing circles, publications, videos, photo displays, curriculum development, and the estab-lishment of archive, library and heritage collections, as well as a Shingwauk Direc-tory and website (www.shingwauk.auc.ca). Over many years and in many ways these have been generously supported by Indig-enous and non-Indigenous governments, churches, non-governmental organizations and private individuals.


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Avalon Rare Metals Inc. (TSX:AVL, OTCQX:AVARF) is a Canadian mining exploration company that holds one of the largest rare-earth-element (REE) deposits in the world. Avalon’s

Nechalacho Project located in the heart of Dene traditional territory east of Yellowknife, Northwest Territories holds an estimated Inferred mineral resource of 60 million tonnes of rare-earth-oxides grading at 1.96% TREO and an additional Indicated resource of 9 million tones of 1.86% TREO with both light and heavy REEs. But the deposit is located in unsettled Dene traditional territory, with access to limited infrastructure and facing a regulatory process that has been criticized as being slow, costly, cumbersome, complex and an industry unto itself. Despite this, the deposit has gained international attention because of its size and the growing demand for REEs.

The impressively skilled and down to earth Avalon management team seems to understand the complexities they are faced with and they have a straight forward collaborative approach to develop relationships that they hope will assist them in advancing their mineral project towards produc-tion by 2013. Avalon was recently honoured by the Prospectors and Devel-opers Association of Canada (PDAC) with the prestigious 2010 Environ-mental & Social Responsibility Award in recognition of the Company’s community engagement efforts during the exploration of its Nechalacho rare elements deposit at Thor Lake, Northwest Territories. The Prospector sat down with Avalon’s David Swisher, VP of Operations and Bill Mercer, VP of Exploration at a Rare Earth Workshop in the Yellowknives’ Dene community of Dettah, Northwest Territories recently to discuss the award and find out what the company has done to receive such an honour.

The Prospector: Avalon received the award for being a leader in promoting responsible exploration practices, emphasizing early engage-ment and open communications with communities around Thor Lake. What type of skills training and employment opportunities does Avalon encourage or sponsor?

VP Exploration, Bill Mercer: “We worked with the Mine Train-ing Society of the NWT to put three of our First Nations employees from Fort Resolution, NWT through a First Aid Provider course. We told them if they took the course and passed it we would provide them with a salary raise. All three passed and got their raises. We also worked in collabora-tion with the Mine Training Society of the NWT, two drill companies, a helicopter company, the Deton Cho Corporation and Aurora College to offer a 10 week Common Core Drilling Training Program in the NWT. It was offered to 11 participants. They passed and we hired two but later we hired four to work on our drill program.”

The Prospector: How do you engage in communications with First Nations communities?VP Exploration, Mr. Bill Mercer: The two most fundamental ways are: one, we go to the community and usually meet with the Chief,

Council, elders and any appropriate committee they have like an Envi-ronmental Committee and we give them an updated presentation and keep open for questions. Sometimes I have gone into the schools to talk to youth about geology, mining and jobs. As a Chief once put it to me, ‘Give them ideas about other opportunities that might spark an interest in them and let them know there are other opportunities.” The second way is to take people out on site visits to do a tour of 3-5 hours so they can see first hand what the operation is like.”

The Prospector: In your experience what are some of the key ele-ments to creating cooperative working relationships with First Nations?

VP Exploration, Bill Mercer: “Number one is you have to build trust and respect and the only way to do that is to build a relationship with them. You have to have patience.”

VP. Operations, David Swisher added, “You have to be honest and transparent in your communications and look for a win-win. When the community sees you doing things like providing training opportunities to their community members and jobs, it speaks directly to them.”

By Dene Skylar, originally published in The Aboriginal Miner & The Prospector Exploration and Investment News, June 2010

Bill Mercer, Chief Roy Fabien, Chief Edward Sangris, David Swisher

88 nAtivE inuit 89Meanwhile, First Nations within the impact area of the Thor Lake deposit are watching and demanding responsible development that involves them as meaningful participants and beneficiaries of the development happening on their traditional territory. Chief Roy Fabien of the Katlodeechee (Hay River) First Nations has been working hard for the past 30 plus years to extract benefits from his people’s traditional territory for his community. He watched in the past as Pine Point Mines extracted lead and zinc off his traditional lands with minimal benefits accrued to his people. His community is locat-ed within the impact area of the Thor Lake de-posit. Chief Fabien is also in a long drawn out negotiation process with the Federal govern-ment to settle unresolved land, resource and governance issues but Chief Fabien speaks not about stopping or road blocking…he speaks with conviction when he states, “We have sat back and watched but that is not going to happen any more, we are going to be directly involved.” Chief Fabien also praised Avalon for their relationship building work with First Nations by saying, “I really like what Avalon is doing. They are stepping out of the box and building relationships with First Nations…I hope people follow Avalon’s good steps.”

PDAC has definitely recognized the good work Avalon is doing and it is encouraging to see First Nations leaders also stepping up to the plate to get in the game instead of watch-

ing from the outside. Canada was built on the spirit of coopera-tive efforts and as more mining companies and First Nations embrace in the spirit of trust, cooperation and action, mutual benefits will likely fuel and even stronger and more productive re-lationship. Congratulations to Avalon for stepping out of the pit!

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Grant MacEwan University’s Centre for the Arts and Communications is a uniquely creative and supportive community, home to a vibrant group of students who are focused on building careers in performing, visual and communication arts. The campus, located in west Edmonton, Alberta, is one of the most dynamic arts facilities in Western Canada.

At MacEwan, you will be working with people who share a common goal – to become dedicated professionals in their disciplines. Our state-of-the-art facilities, small class sizes, and experienced instructors – many of whom work in their industry, come together to nurture the spirit that has inspired so many students to achieve their dreams.

Highly respected by organizations and educational institutions throughout Canada, our graduates are recognized for their extensive knowledge and practical skills. Here are just some of our former students:

Jamie Bourque, Design Studies (Mo-tion Image) – Jamie is a writer, producer, web developer and director. Jamie founded Square Pixel, and is part owner of Sweetgrass and Sage, both production companies that focus on projects with aboriginal content. His work includes docu-mentaries on the Métis Federation and Métis settlements in Alberta, aboriginal war veterans, residential school survivors, transgender issues and aboriginal youth as role models. He’s devel-

oping an animation series, Mother Earth and Me to help reintroduce and teach aboriginal languages to Canadian children. Jamie is a 2010 Aboriginal Role Model Award winner through the National Aboriginal Health Organi-zation and sits on the Aboriginal Healing Foundation as a youth advisor.

Sheldon Elter, Theatre Arts – Shel-don is a Métis actor, writer, stand-up comic, musician and director originally from Northern Alberta. Sheldon plays the lead in the APTN TV series, Hank William’s First Nation. He has amassed numerous theatre credits and his one-man show, Métis Mutt, became a huge Fringe hit, scoring Sheldon two Sterling Awards: Best Actor in a Fringe Show and Best New Fringe Work (Award to Playwright). Métis Mutt toured

throughout Canada and New Zealand. Sheldon starred in the comedy sketch series Caution: May Contain Nuts, is co-founder of the cover band The Be Arthurs, created One Little Indian Productions, and is a member of the sketch comedy troupe Blacklisted.

Arnel and Scott Ethier, Music – Arnel and his brother Scott make up the Christian Rock band Bracing for Downpour. Arnel sings lead vocals, plays guitars and keyboards, while Scott plays drums and backup vocals. Together they create a surprisingly big sound that aims to move people by giving them something to think about. Their music is currently being played

on over 175 radio stations in Canada and the United States. The band has opened for acts such as Parachute Band, Manafest, and Kiros. Their first CD is titled Bracing for Downpour. The brothers own HD Studios, recording home to several bands and artists. Arnel, a recording grad, is returning to MacEwan to complete a major in composition. Scott is in his first year of the drumming program.

Sarah Pocklington, Music – Sarah is a member of the contemporary Aboriginal women’s trio Asani. Their debut CD Rattle and Drum (2005) was nominated for 11 music awards throughout North America and received a Canadian Aboriginal Music Award for Best Female Traditional/Cultural Roots Album. Sarah, Cree Métis, is a MacEwan Music grad (vocals), has a BA in English/Anthropology, a master’s degree in Native Studies and is currently working

towards a PhD in Education Policy Studies with a focus on contemporary Aboriginal music. Sarah also teaches in the field of Native Studies.

The following is a brief description of the courses available through Grant MacEwan University’s Centre for the Arts and Communications.

90 nAtivE inuit 91Arts and Cultural Managementwww.MacEwan.ca/artsmanagementStudy in the classroom or learn online. Immerse yourself in a two-month field placement where you choose the company and apply the skills you’ve learned while making valuable industry connec-tions. Graduates are employed across the country in positions such as marketing, fundraising, publicity, special event management, facility management and volunteer management. Plans are under-way to upgrade the Arts and Cultural Management credential from a certificate to a diploma. Please check online for further updates.

Design Studieswww.MacEwan.ca/designstudiesIf you’re inspired by the rich visual texture of the world around you and want to turn your inspiration into a career, Design Studies is for you. An eight-month Design Foundations Certificate opens the door to a two-year Design Studies diploma in a variety of subject areas such as exhibit design, print design, motion graphics, video and photography.

Fine Artwww.MacEwan.ca/fineartStart your degree with the MacEwan Fine Art program. Art is about personal expression. It is about how you stake out your place in a visually complex world. After two years at MacEwan, you will be ready to start an exciting career as an artist, or transfer to some of the best art schools in the country to complete your degree. Courses include sculpture, painting, design fundamentals, installa-tion, art history, digital video production, photography and more!

Journalism www.MacEwan.ca/journalismIf you’re a critical thinker who is curious, persistent and creative, explore the excitement of the world of journalism. Develop your sharp writing and reporting skills today to become the journalist of tomorrow. Get the edge to produce news that counts.

Musicwww.MacEwan.ca/musicBefore you make an impact on the Canadian music industry, you need to obtain the right tools. MacEwan Music can help you focus on rock, pop and jazz. You’ll develop a flexible range of skills, engage in multiple live performances and immerse yourself in a rich, creative world. While continuing to offer its acclaimed two-year diploma program, beginning in September 2011 MacEwan Music will also offer a four-year Bachelor of Music in Jazz and Contemporary Popular Music academic degree.

Professional Writing – www.MacEwan.ca/prowIf you’re an aspiring writer or editor, let us help you establish a career wielding the power of words. Inform, influence and inspire others with your writing. Acquire the breadth and depth of skills to work in a range of environments, both print and online. A plan to offer students a four-year Bachelor of Communication Studies (BCS) degree is currently underway. Please check online for updates.

Theatre Arts – www.MacEwan.ca/theatreartsExplore the boundaries of your own creative potential as you prepare for professional acting opportunities. Learn by doing – perform in main stage and theatre lab shows. In two years, our full-time commitment to your training encompasses the three disci-plines of singing, acting and dancing in a stimulating environment.

Theatre Production – www.MacEwan.ca/productionStudents in the Theatre Production program share a passion for the performing arts and aren’t afraid of hard work. MacEwan’s Theatre Production program is a two-year full-time program where you’ll use a variety of materials to create some of the most astounding sets, props, costumes, lighting and sound effects you can imagine. Hands-on training delivers an exceptional blend of marketable skills.

MacEwan City Centre Campus is a short bus ride away and hosts a student residence as well as the Aboriginal Education Centre, which offers a diverse range of services including academic coun-selling, personal support services, Aboriginal Students Club and cultural programming. Cultural activities include an annual feast, Aboriginal Cultural Day and an Elders-in-Residence program. Aboriginal Elders are invited throughout the year to share their knowledge and traditions through workshops and special sessions. The Centre is a unique community environment where students gather, study and learn. All are welcome.

Grant MacEwan UniversityCentre for the Arts and Communications10045 – 156 Street, Edmonton, Alberta T5P 2P7 www.MacEwan.ca/creativityPhone 780.497.4340

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Girl Guides of Canada-Guides du Canada (GGC) has always been about making a dif-ference in the life of every girl and woman

who experiences Guiding, so she can contribute responsibly to her community. Guiding is designed to enable girls to be confident, courageous and resource-ful, understanding their limitless potential.

While Guiding is open to all girls, GGC recognizes that barriers that can sometimes exist to joining. The New Unit Initiative was launched in 1996 to address the financial challenges some families face and to establish Units in vulnerable urban and rural communi-ties. Since the program’s inception, over 500 girls from across the country have been sponsored with well over half of them belong-ing to First Nations communities. The funding from this initiative covers Membership fees for girls and Guiders, as well as uniforms, pins, badges and program materials for the Units. The New Unit Initiative gives girls opportunities to participate in Girl Guide activities including badge and challenge programs, community service, environmental projects and camping. GGC and the Unit leaders work directly with the community to establish these new Units and openly welcome the incorporation of unique local and cultural activities when delivering programming.

The 1st Yellowknife Brownies of the Northwest Territories have flourished with the support of the New Unit Initiative. The girls have participated in Girl Guide programming to build self-esteem, combat bullying, and promote healthy living and by completing innovative challenges such as the Girls United and Love Yourself Challenges. Girl Guides has given these girls a safe place to belong and build confidence and lasting friendships.

“They’ve had a lot of ‘firsts’ too” says Unit leader Jennie Rausch. “First meal at a restaurant, first sleepover, first time cross-country skiing…. Guiding is making a major emotional and social impact on them. If it weren’t for the sponsorship, none of these girls would be in any extracurricular activities. This is the only activity they get to do that’s just for them and I think that’s part of why it’s so spe-cial. Plus, it’s fun!” This Unit had the opportunity to complete the Safety Around Firearms Challenge to promote safety and respect for firearms – an integral part of northern and traditional living and another first for the girls, as working with firearms is usually something only boys get the chance to do.

“The principal and teachers of these girls have seen a significant im-provement in their confidence, social skills and behaviour and attribute this positive progress to is their membership in Brownies,” says Jennie. “The girls have formed a close bond and hang out together on the play-ground – despite being in different grades and classes” adds Jennie.

The 204th Sparks and Brownies of Winnipeg started out as mod-est group of eight Girl Guides meeting in a family resource centre in a social housing complex. Word quickly spread throughout the community and the Unit’s membership has grown to 25! This Girl Guide Unit linked their programs very closely with the community and participated in community events such as the local “Hi Neigh-bour Festival”, a fashion show at the local mall and district’s fun fair. To complete the Eradicating Hunger and Poverty Challenge, the Unit volunteered to make food kits at Winnipeg Harvest – a resource many of the girls’ own families rely on. The Unit leader has given the girls the opportunity to shape the program activities and demonstrate their leadership skills. As the majority of girls in this Unit are Ab-original, they have been encouraged to proudly teach the rest of the group how to make traditional crafts and a traditional dance.

Last year, Girl Guides established a multi-branch Unit in St. Michael Community School, a small school in Saskatoon with a large Aboriginal student population. Many of the students at St. Michael’s live outside the community and are bused to school daily. The Guide program was scheduled over the lunch hour, to accom-modate as many of the children as possible and eliminate the need for transportation to evening meetings.

94 nAtivE inuit 95Girl Guides also worked with a community worker to build Unit membership and to recruit leaders from the Saskatchewan Urban Native Teacher Education Program (SUNTEP). These women, all teachers-in-training of Aboriginal descent, were the Guiders for this Unit. Like many Guiders these women have become role models for the girls, who easily identify with them. This Unit has grown to over 40 girls and the positive impact of the Unit leaders from SUNTEP has led to teaching internships at St. Michael’s for these women.

With financial support from Sears Canada, RBC Foundation, Procter & Gamble, CIBC and SC Johnson and Sons, Limited, the New Unit Initiative has established Girl Guide Units in Alberta,

Saskatchewan, Manitoba, Ontario, Quebec, Nova Scotia, New-foundland and the Northwest Territories. Guiding’s contemporary programming reflects the needs and interests of today’s girls. With innovative and relevant programming, Girl Guides of Canada con-tinues to inspire Girl Greatness in communities across the country.

For more information on Girl Guides of Canada, visit www.girl-guides.ca or call 1-800-565-8111.

Innovative GIRL PROGRAMS:SUPPORTING GIRL GREATNESS

Guiding’s contemporary programming reflects the needs and interests of today’s girls. From camps and international trips to programs such as Streetwise, Love Yourself, Fashion and Career Awareness, we’re offering girls more of what they want.

Girls United Challenge• gives girls tips and strategies to stand up against bul-lying, support each other and create a safe and caring Canada for their peers.‘Canadian Girls Say...’ • is a ground-breaking project that helps girls identify the issues they care about in their communities through photography.Girl EmPower Challenge• offers age-specific activities to help girls learn about healthy, equal-non-violent relationships. Love Yourself Challenge• builds and encourages healthy self-esteem and positive body image. Girls explore aspects of body image, self-esteem, and health and nutrition.Girls for Safer Communities• aims to increase awareness about the safety concerns of girls and women while mobilizing girls to become leaders in their communities.Tree Planting Grants• give girls the tools they need to affect change and improve their environment by coming together to green their communities.

96 nAtivE

Remote communities and mines in Canada use diesel generators to produce electricity. This is expensive power and costs between 25 and 80 cents per kilowatt hour, as compared to grid power

rates of 4 to 10 cents per kilowatt hour. In Nunavut alone, the diesel fuel bill runs between $200 and $300 million per year or about $700 per month for each resident. The diesels exhaust an estimated 8 million tonnes of carbon into the atmosphere every year.

A small nuclear power system located near these communities can reduce power costs, eliminate carbon emissions, and has other advantages. A small reactor can produce electricity for a total of about 20 cents per kilowatt hour including the initial capital cost, any debt service, and operating costs. Almost as important, after the system is built, the operating cost would be about 5 cents per kilowatt hour. So com-munities can add facilities that require electricity at very low incremental cost. Small reactor systems would use very little land, on the order of a few acres. Contrast this with the thousands of acres needed for wind farms, solar collectors, or reservoirs.

There is another beneficial characteristic of a small nuclear power system. A 25 megawatt nuclear system would actually produce about 100 megawatts of heat. Excess heat could be used to provide steam heat for all of the buildings in the community, just for the cost of running the pipes.

A problem in northern communities is nutrition. It is expensive to transport fresh fruits and vegetables to the far north, so people tend to eat more fat laden and junk foods. The excess heat from a small nuclear power system could be used to heat hydroponic green houses (no soil – just waterborne nutrients) that could provide fresh fruits and vegetables year round. The overall quality of life would be substantially improved.

What are the other alternatives to diesel? 1) Power Lines from the Grid: Power lines from the south might cost $600,000 per kilometer or more. So a 1,200 kilometer power line to, say Rankin Inlet, would cost in excess of $720 million. 2) Hydro: Certainly hydro power is perceived to be the most environmentally friendly. But because of seasonal and very low river flows, reservoir size needs to be huge and the sites that might support hydro power are limited. Large reser-voirs also affect wildlife migration routes.3) Solar: Obviously not feasible – little to no sun in the winter months when power needs are highest.4) Wind: Wind turbines might work, but where it has been tried with diesel backup, the diesel engines have to be kept running to be ready to pick up the load if the wind dies suddenly. Diesel fuel savings have been minimal. Also, the blades and mechanics of the wind turbines need to withstand low temperatures, so capital costs are much greater than for installations in moderate climate regions. A 2007 study by the Pembina Institute (Sustainable Energy Solutions) estimated that wind power may be an option for only about 55 megawatts of the 400 megawatts of current power consumption in northern remote communities. The overall costs for such systems are higher than the diesel systems they might replace.

There are encouraging new ideas in the conceptual stage. One is to use excess electricity from wind turbines to produce hydrogen. The hydrogen then can be used in fuel cells to generate electricity when the wind is calm. The total cost per kilowatt hour for such systems is yet to be demonstrated but costs are likely to be higher than diesel.

In the case of small reactors that use low-enriched uranium fuel, even if the con-tainment structure were to be breached and a steam explosion were to spread all of the nuclear material contained in the reactor over the surrounding area, the radia-tion levels would not be a threat. This assumes there would be a reasonably effec-tive evacuation plan in place to move people out of the contaminated area for a short period of time. The radiation levels would decrease quickly and longer term contamination would not be sufficient to cause a significant hazard to human health. This is because the small reactors are typically less than one percent of the size of existing large nuclear power stations. The amount of radioactive material in a small reactor is just not sufficient to create a significant long term problem. Also, there is no chance the fuel could be used for making nuclear bombs.

Canada’s Nuclear Waste Management Organization is about to launch the process of selecting a site for nuclear waste disposal. That organization has selected the types of geologic formations that would be suitable for such a facility and it will soon select the site. Some northern communities have already expressed interest in hosting the site. The waste issue is a technical challenge that can be resolved and Canada is moving forward. We are certain the religious anti-nuke crowd will scare everyone with talk of all of the hazards of nuclear power stations in the north. We live in a wonderful age. Most all of the information accumulated by humanity since the beginning of time is now available to everyone. The scary claims of the anti-nuke crowd can be checked easily by anyone who can search the internet. The truth is that in jurisdictions where adequate safety regulations are in place, there have been no incidents of radiation leaks that have been a threat to public health. There were no significant radiation leaks at Three Mile Island. At Chernobyl, the safety pro-cedures were not supported by a strong and independent regulatory agency such as we have in Canada with the Canadian Nuclear Safety Commission.

Environmentalists with integrity are getting it. One of the original founders of Green-peace, Patrick Moore, strongly supports nuclear energy as a way to combat climate change. The most activist environmentalist in the US Senate, Senator Mark Udall of Colorado, has introduced a bill to encourage development of small nuclear reactors.

Small nuclear power systems can eliminate carbon emissions, reduce power costs, and safely improve the quality of life for northern communities. The economics are compel-ling and once proven in the remote regions of Canada, there may be an opportunity to reduce costs to a point where small reactors can compete with grid power.

Rex E. Loesby, Professional EngineerPresident, Canadian Remote Power Corporation

Documents

Native & Inuit Resource Magazine 2010