b'TALENT RETENTIONschedules to their personal commitments. While subject to some limitations, these options include flex time, compressed work weeks, part-time roles, job-sharing and telework. Combined, all of these efforts not only help Cameco find and train Indigenous talent, but also retain them, and often close to their homes. Its proven a win-win for both the company and its Indigenousworkers. ESS SUPPORT SERVICES WORLDWIDE, A SUBSIDIARY OF COMPASS GROUP CANADA(PAR GOLD) Fostering inclusivity and understandingESS, a provider of remote food services, recognizes that retaining Indigenous talent goes beyond just recruitment efforts. Indigenous employees seek acknowledg-ment, advancement opportunities, and a workplace culture where they feel valued, respected and empowered to bring their authentic selves in to work every day. As such, ESS has embarked on a journey to enhance their Indigenous Manager-in-Training (MIT) program, an initiative designed to groom Indigenous talent into future team leaders. The program, however, did not get off to the most auspi-Camecos talent acquisition programcious start as ESS encountered a number prioritizes diversity as a core value of challenges, including low application rates and discontinuations. post-secondary training in a mine- Recognizing that a well-rounded educa-related occupation, Burnouf explains. tion is essential for retention onceThe company responded with a commit-employed, Camecos workplace educa- ment to listen and learn, conducting one-Toinspirethenextgenerationoftion program is designed to enhanceon-one dialogues with past and current Indigenous talent, Cameco activelyessential skills among employees andIndigenous MITs. This gave them some key engages with high schools in Indigenouscontractors. It offers a variety of trainingtakeaways to improve the program. One communities across the North. Theseoptions, including tutorial support forof the insights shared was around inade-visits provide students with an overviewapprentices, GED preparation, andquate exposure to management platforms of the mining industry and career oppor- literacy tutoring in reading, writing andsuch as financial and IT systems, notes tunities within it. Additionally, Camecomath skills. Laura Bain, the companys vice president, participates in Indigenous career fairs. people and culture.Another important aspect of retaining Indigenous community liaison staffIndigenous employees involves recog- In response, ESS revamped the MIT areactivelyengagedinvariousnizing their diverse spiritual needs. Inprogram, introducing dedicated mentors events throughout the year, and theirthis regard, Cameco offers prayer roomsto accelerate MIT candidates leader-at their Saskatoon corporate office andship growth. These mentors focus on visible presence reinforces Camecosat three of their Northern operations,addressing the specific needs and desires commitment to Indigenous engage- demonstrating their commitment to anof Indigenous MIT candidates, creating ment. Community liaison staff (who areinclusive and accommodating work- a structured environment for skill and members of our employees communi- place, and Elders are employed at theirknowledge exchange. Periodic one-on-ties) are visible and available by partic- Northern mine sites. one check-ins ensure candidates stay on ipating in several events throughouttrack and have ample time to acquire the year, such as school presentations,Work-life balance is also a priority, andnecessary skills. This approach enhances career fairs, cultural festivals and work- Cameco offers its staff five flexible workthe programs effectiveness and empowers shops, says Burnouf. options so employees can tailor their workIndigenous talent.60A CCAB PUBLICATIONFall 2023'