Thank you, Mr. Speaker. Mr. Speaker, I would just like to recognize Elizabeth Kunnizzie, a constituent of Inuvik Twin Lakes. Thank you, Mr. Speaker.
Thank you, Member for Inuvik Twin Lakes. Recognition of visitors in the gallery. Member for Inuvik Boot Lake.
Thank you very much, Mr. Speaker. Mr. Speaker, I would like to recognize my constituency assistant Arlene Hansen, who is here with me this week. I would also like to recognize Elizabeth Kunnizzie from Inuvik, and I knew Elizabeth growing up Aklavik. Quyananni.
Thank you, Member for Inuvik Boot Lake. Recognition of visitors in the gallery. Member for Yellowknife South.
Thank you, Mr. Speaker. Mr. Speaker, I also want to extend a welcome to the Northwest Territories Seniors Society but, in particular, John Hazenberg, treasurer, is also a resident of Yellowknife South.
Thank you, Member for Yellowknife South. Recognition of visitors in the gallery. Member for Nahendeh.
Thank you, Mr. Speaker. Mr. Speaker, I would like to recognize Mary Jane Cazon, our translator for Dene Zhatie, and I thank her for all her hard work. Now, I am going to embarrass a few of the young people up sitting there. Ms. Pat Burnstad was actually my grade 1011 typing teacher and she told me quit typing after that because my fingers were too big and couldn't do grade 12. So I thank her. So her sister got me in Foods 10 so I thank her for that. Mr. John Hazenberg is a former coworker of mine in Fort Simpson, as well as Martina Norwegian who is very very much a volunteer in the community and I have known her for a long time from Fort Simpson. Thank you, Mr. Speaker.
Thank you, Member for Nahendeh. Recognition of visitors in the gallery. Member for Kam Lake.
Thank you, Mr. Speaker. Mr. Speaker, I too would like to welcome Karen Willy, executive director of the NWT Seniors Society. Karen is a retired public servant and we couldn't let her stay retired very long and so now she serves as executive director, and we thank you very much for your service. Thank you.
Thank you, Member for Kam Lake. Recognition of visitors in the gallery. Member for Hay River South.
Thank you, Mr. Speaker. Mr. Speaker, I would also like to recognize Pat Burnstad who is from Hay River as well. Not one of my constituents I guess but R.J.'s so he'll probably let me borrow her here for a bit, so. And I haven't gotten in any trouble with her I don't think, but my colleague across. I would also like to recognize Martina Norwegian from Fort Simpson as well . And all the other members of the NWT Seniors Society. Welcome, thank you.
Thank you, Member for Hay River South. Recognition of visitors in the gallery. Member for Frame Lake.
Merci, le President. I want to recognize a couple of people, or a couple of groups in the gallery today. Rosella Stoesz served as my official agent way back in 2019 in the general election. And I also want to recognize the board and staff of the NWT Seniors Society. My wife served as the former executive director and passes on, I am sure, her best regards to you all. Thank you very much for being here. Mahsi, Mr. Speaker.
Thank you, Member for Frame Lake. Recognition of visitors in the gallery.
Colleagues, I would also like to recognize John Norbert, an elder from Tsiigehtchic who sat on many boards in the community, whether it's a renewable resource council, the band council, the Tsiigehtchic Charter Community Council, designated Gwich'in organization many boards. Thank you for all of the work that you do and same with all the elders for representing the elders throughout the territory . And if we have missed anyone in the gallery today, welcome to the chamber. I hope you are enjoying the proceedings. It is always nice to see people in the gallery, mahsi cho.
Thank you, Mr. Speaker. Your Standing Committee on Government Operations is pleased to provide its report on Indigenous Representation in the Northwest Territories Public Service and commends it to the House.
The Standing Committee on Government Operations reviewed Indigenous representation in the Northwest Territories public service. Currently, Indigenous employees make up approximately thirty percent of the Government of the Northwest Territories public service while, at the same time, half of the NWT's population is Indigenous.
Finding ways to increase Indigenous representation in the GNWT public service is a priority the committee chose to work on during the 19th Assembly. The committee aimed to identify the systemic barriers to increasing Indigenous representation in the public service and review GNWT human resource practices and policies.
Committee's review began in 2020 but was interrupted by the COVID19 pandemic. In June 2021, committee visited Inuvik; other planned community visits had to be put on hold. During 2022, committee held a virtual public hearing in Yellowknife and visited the communities of ThebachaFort Smith, Zhahti KueFort Providence, Behchoko, K'atlodeecheHay River, and the K'atlodeeche First Nation. A plan to visit to Deline had to be cancelled and a virtual meeting was held instead.
Committee heard about a deep and longstanding disappointment with the GNWT as an employer and a viewpoint that the system is intended to keep Indigenous people out of the public service, evidencing a broken trust in the GNWT. Yet, many also expressed a "now or never" hope for change.
To be clear, Members intend to improve the Affirmative Action Policy.
Committee asks that the government take a candid look at the recommendations presented here, recognize the reconciliatory intent, and implement the recommendations in relevant policies, including the Indigenous Recruitment and Retention Framework and new initiatives such as the proposed Indigenous Employment Policy and Employment Equity Policy.
Proportions and numbers characterizing Indigenous employment in the GNWT are presented in Appendix 1: Indigenous employment statistics in the NWT public sector. A list of public meetings is shown in Appendix 2. And six written submissions are attached in Appendix 3.
Committee members thank everyone who took the time to meet with committee, in person and virtually, and made the effort to provide us with their thoughts in writing. Committee expresses gratitude for the warm welcome Members and staff received on Indigenous lands and in communities.
The GNWT's Affirmative Action Policy, created in 1989, did not successfully increase Indigenous employment with the GNWT. The GNWT says on the public engagement site of the review of the Affirmative Action Policy:
"Despite being in force for over 30 years, it is unclear how much the policy has helped the Government of the Northwest Territories meet our objective of a competent public service that is representative of the population it serves."
The Affirmative Action Policy was a response to replace the Native Employment Policy of 1973. Following the division into Nunavut and the NWT, the GNWT reviewed human resource practices resulting in a centralized human resources division in 2005 while continuing to follow the 1989 Affirmative Action Policy.
The Affirmative Action Policy creates four designated groups:
Indigenous Aboriginal Persons;
Indigenous NonAboriginal Persons;
Resident Disabled Persons; and,
Resident Women.
Staffing priorities are granted according to the designated groups.
The use of the terms "Indigenous" and "Aboriginal" is confusing, and everyone appears to agree that clarity in the language is direly needed. Committee heard that most government employees do not know how to implement this policy uniformly to ensure accountability across government.
The Affirmative Action Policy indicates it "shall conform to the equality rights provisions of the Canadian Human Rights Act and Section 15 of the Canadian Charter of Rights and Freedoms." The designated group for Priority 2 has been challenged in the past.
The GNWT will need to work to and ensure the Affirmative Action Policy and all related frameworks and guidelines will be reviewed and linked to the GNWT's effort to comply with the United Nations Declaration on the Rights of Indigenous Peoples. The review of the policy needs to align with other Cabinet policies, as suggested in recommendation 4 of the Special Committee on Reconciliation and Indigenous Affairs Report.
The Affirmative Action Policy is a key mechanism to achieve reconciliation. It is about the livelihood and putting bread on the table. The current practice appears to many as conflicting. We put everyone to school and present it as a path to success, yet once it is about employment, the parameters change, and most are being turned down. It is difficult to comprehend and explain.
The GNWT's policy direction for Indigenous recruitment comes from the Indigenous Recruitment and Retention Framework and the todo list from the Indigenous Recruitment and Retention Action Plan. Each GNWT department created a distinct "Indigenous Employment Plan," basically mirroring the GNWT's general plan with targets and actions tailored to each department.
Overall, the GNWT grew by 124 new employees in 20212022; three are Priority 1. The Indigenous share of GNWT employees reached an alltime low of 28.8 percent in 2021. Indigenous representation also declined in 15 communities. This information is from the GNWT 20212022 Public Service Annual Report, summarized in Appendix 1.
Witnesses explained they feel let down by the Union of Northern Workers and that more work to support Indigenous employees is needed. In particular, the union needs more Indigenous service officers and an improved and revamped grievance process to support Indigenous employees better. Committee agrees that the Union of Northern Workers can do more to help increase Indigenous representation in the public service. Committee wants the GNWT to improve the way competitions are held, decentralize operations, create a fair and transparent appeal process, implement mechanisms to hold hiring managers accountable, set hiring targets, and be cautious of potential problems with limiting the definition of Indigenous.
I will now pass the reading on to the deputy chair, the Member for Thebacha. Thank you, Mr. Speaker.
Thank you, Member for Yellowknife North. Member for Thebacha.
Number 1,
It is important to confirm where the authority to establish the Affirmative Action Policy comes from. The Charter of Rights and Freedoms establishes that "every individual is equal before and under the law and has the right to equal protection and equal benefit of the law without discrimination" (Section 15(1)).
Section 15(2) provides the legal grounds for establishing the Affirmative Action Policy by enabling "any law, program or activity that has as its object the amelioration of conditions of disadvantaged individuals or groups including those that are disadvantaged because of race, national or ethnic origin, colour, religion, sex, age or mental or physical disability." The objective and intent of the Affirmative Action Policy are to increase the number of Indigenous persons who are disadvantaged and underrepresented in the public sector. Committee wants the Government of the Northwest Territories to improve the disadvantage and underrepresentation of Indigenous persons in the NWT by holding job competitions exclusively for Priority 1 candidates.
Committee recommends that the Affirmative Action Policy reflect its objective and intent and mitigate the disadvantage and underrepresentation of Indigenous persons in the NWT public sector by implementing a Priority 1only competition.
Committee heard that decentralizing government jobs contributes to increasing Indigenous representation. This is partially due because most NWT's Indigenous population resides outside the capital city region. Therefore, more Indigenous persons would seek employment in the public sector if people could stay in communities to work. The Government of the Northwest Territories should review the jobs at headquarters in Yellowknife, identify positions to be moved to the regions, and allow jobs to be relocated.
Committee recommends that the Government of the Northwest Territories identify which headquarters positions can be located to the regions, which jobs could be tagged as flexible and moved among a number of locations, and those that could be classified as remote working arrangements, aiming to allow Priority 1 employees to work in the community of residence.
Committee received several comments from the public about the need of transparent appeals process when Indigenous candidates have not been hired. Residents noted that politics and political biases are often involved in hiring in small communities and recommend creating an independent review body for oversight and appeals.
Not being informed about one's rights when feeling treated unfairly breaks more than not only trust. Improvements need to be made toward a clear and public description of the appeal process. The right to appeal allows the appellant to bring forward their view on a decision, and an appeal can result in reversing a decision.
Committee heard that since 1967, over time, nonIndigenous employees have finetuned the governmental operation to put their own people into the government, leaving Indigenous persons out. Such loss of trust flags the urgent need to lay the groundwork for building confidence and assurance that Indigenous participation will increase in the public sector.
The Union of Northern Workers can also play a role in imparting trust in the public sector by looking after their employees with an Indigenous complaints process. Indigenous employees need to know they are protected.
Committee is concerned that the GNWT does not have enough independent oversight regarding hiring decisions. Committee also notes that current Indigenous staff and the diversity and inclusion unit are uniquely positioned to support Indigenous candidates as they navigate the hiring process. Committee therefore recommends:
Committee recommends that the Government of the Northwest Territories establish one uniform, clear and accessible appeal process for public service positions that:
Establishes a mechanism empowering Priority 1 candidates with the ability and enough time to appeal a hiring decision before a job is offered to a nonPriority 1 candidate.
Operates independently at armslength from the government.
That an appeal body that is representative of the Indigenous population with a minimum Indigenous membership of 50 percent.
Clearly outlines how appeals can be requested and considered.
Contains clear terms of reference for a fair and consistent appeal process.
Ensures availability and accessibility of support by Indigenous staff of the diversity and inclusion unit to the Indigenous candidate.
I will now pass this on to the MLA for Inuvik Twin Lakes.
Thank you, Member for Thebacha. Member for Inuvik Twin Lakes.
Beginning on April 1, 2023, the Department of Environment and Natural Resources and the Department of Lands will amalgamate into the new Department of Environment and Climate Change. With this change, four assistant deputy minister positions will be transferred from the existing departments. Additionally, to align with the Indigenous Recruitment and Retention Framework, senior departmental management decided to create a new ADM position, which will be a regional position, intending to be an Indigenous pathway position that supports Indigenous people moving into senior management. As an act of reconciliation, committee recommends this new initiative by the Department of Environment and Climate Change should be expanded and replicated across all GNWT departments.
Similarly, committee considers it vital that, wherever and whenever possible, departments should consistently staff all regional supervisor positions with Indigenous employees. This will ensure that Indigenous employees have at least one secured pathway into senior management positions within the public service.
Furthermore, committee is concerned and unsure whether the existing Affirmative Action Policy has been actively applied to public boards, such as the Northwest Territories Power Corporation, for example, or other armslength boards and agencies. Therefore, to ensure that all NWT public boards and agencies have some degree of Indigenous representation, committee finds it necessary that all such organizations must establish a minimum level of Indigenous representation within the overall makeup of their board of directors.
Given this uncertainty about whether the Affirmative Action Policy has been actively applied to all NWT agencies, committee wants assurance that this is being done. Therefore, committee considers it essential to explicitly urge the government to direct all NWT agencies to apply the Affirmative Action Policy with all employee hiring decisions.
Committee recommends that the GNWT
For the purpose of capacity building, make it a standard policy to ensure that an Indigenous person consistently occupies at least one assistant deputy minister position with all departments.
Consistently staff all regional supervisor positions with Indigenous employees.
Promotes and requires, where possible, that all public boards and agencies have a minimal level of Indigenous representation within the overall makeup of their board of directors. And,
Requires, where possible, for agencies to invest in hiring Indigenous employees and follow the Affirmative Action Policy.
Committee heard that there is a general sentiment among many residents in the small communities and regional centres that there is a disconnection between the capital city and everywhere else when it comes to hiring Indigenous professionals into the public service. Many people said that the capital, as headquarters of human resources, must do a better job at outreach to the communities when filling job vacancies. People living outside of Yellowknife told committee that the GNWT must make changes to its recruitment practices in attracting and hiring Indigenous professionals from the small communities and regional centres.
Therefore, committee recommends that the GNWT create and conducts an extensive outreach campaign that targets all NWT residents who are studying outside of the NWT and encourages them to work for the public service. Committee wants to see more incentives offered to students who return to the NWT. All hiring managers should be made aware of this outreach campaign.
Committee recommends that the GNWT attract Indigenous professionals with roots and relations in the NWT to take public service positions with the GNWT by
Creating an outreach campaign targeting NWT residents studying outside of the NWT.
Offering incentives to returning students. And,
Requiring that hiring managers are aware of the campaign.
5. Hiring Practices and Job Competitions
Submissions and feedback to committee included recommendations for the GNWT to review hiring practices and job competitions. Committee heard that the application of equivalencies in competitions seems arbitrary. Applicants do not know when equivalencies are used in screening and interviews. When equivalencies are applied, there is no known formula for how they are applied. Committee understands applicants with equivalencies like Indigenous knowledge and experience in the NWT communities have inherent value to the GNWT regardless of which jobs are applied to.
Many residents requested more transparency of the competition process, including transparency during a competition. The interview process was also mentioned as intimidating and nontransparent. Practically speaking, the government has far to go to meet its goal of removing system barriers by establishing appropriate noninflated education and experience requirements across all job descriptions.
Committee recommends that the GNWT and all departments:
Update the job descriptions of all public service positions to ensure the inclusion of value statements which affirms the importance of Indigenous knowledge and community experience.
Update the "job information" section of all job descriptions to ensure that only plain language is used.
Ensure that each "job information" section provides an equivalency formula that is publicly accessible and demonstrates concrete examples of what education equivalencies will be accepted in place of university education.
Create a mechanism that requires offering qualifying Priority 1 candidates who participate in the competition and training path into the position before submitting the job to a nonpriority candidate.
And, Mr. Speaker, I will now ask to pass it to Member for Kam Lake.
Thank you, Member for Inuvik Twin Lakes. Member for Kam Lake.
Thank you, Mr. Speaker.
Committee heard that workforce development and succession planning needed to be more inclusive of Indigenous employees within the GNWT. The GNWT's Indigenous Employment Plans aim to "improve retention of Indigenous employees through professional development and career progression." Under the current model, the Department of Finance will create a succession planning guide for Indigenous employees, and each department will work with HR to develop an individual succession plan.
However, public comments addressed a need to share information about transfer assignments and promotions to ensure Indigenous employees and Indigenous applicants receive priority hiring in replacing outgoing employees. Also, committee received recommendations and comments that uniform succession planning must include position tracking and a clear structure for promotion with managerial experience opportunities for Indigenous employees.
Committee recommends that the GNWT commit to transparent retention practices by requiring all departments to:
Develop and follow succession planning guidelines.
Maintain and share internal position tracking.
Track and share information about transfer assignments and/or promotions.
Ensure that departmental succession planning is informed by employees' goals and expectations by connecting with development goals expressed by employees in the annual performance appraisals.
Ensure that all Indigenous employees in senior management positions are well supported by their supervisors and are given training opportunities that are suited to the employees' interests and career goals.
Create a mechanism to ensure Indigenous employees and applicants receive preferred and priority hiring when replacing outgoing employees leaving the public service.
Committee is concerned that the GNWT currently does not include exit interviews as an important source of information to inform Indigenous employee retention, succession, and workforce planning. For employees, an exit interview is an opportunity to offer suggestions and feedback in areas the employer needs to improve. For the employer, exit interviews help the organization learn why employees chose to leave and gain insight into the employees' experience during the time of employment.
Committee considered that exit interviews are good corporate practice. The structure and timing of exit interviews can be well adjusted to situations. The structure of these interviews can be open, for example, to allow the employee to speak about matters of choice. The timing can also be flexible and be of the employee's choice or held six or more months after the employee has left.
For the government to understand where improvements are needed, getting feedback from past employees is a most valuable source of information that should not be ignored. Committee recommends that the GNWT develops an exit interview process with Indigenous employees that is nonthreatening and culturally safe.
Further, committee heard from witnesses that an increasing number of Indigenous persons have no desire or aspiration to be employed by the GNWT. Similarly, committee also heard of a growing sentiment among Indigenous employees who are deciding they no longer want to work for the public service. The reasons for this are varied, but overall, witnesses said this is primarily because many Indigenous employees do not feel valued, supported, respected, or even trusted by some of their colleagues and/or supervisors.
Committee recommends that the GNWT:
Requires all departments to conduct exit interviews with all Indigenous employees, including interns and summer students.
Ensures exit interviews with Indigenous employees leaving a department are conducted by Indigenous staff of the Diversity and Inclusion Unit.
Requires all Public Service Annual Reports include a section with an analysis of why Priority 1 employees are leaving the public service.
Committee heard loud and clear that oh, I am reading somebody else's part, Mr. Speaker. I would like to pass to the Member for Tu NedheWiilideh to complete reading this report. Thank you.
Thank you, Member for Kam Lake. Member for Tu NedheWiilideh.
You're welcome to read that if you want. Thank you. Thank you, Mr. Speaker.
Committee heard loud and clear that Indigenous youth are the future of the NWT. Incentives to attract, train, and retain Indigenous students by developing practicum and coop placements within vacant GNWT positions, and transitioning students from Aurora College into GNWT jobs, are essential to increasing Indigenous representation and retention across the GNWT.
Committee heard about the need to track the number of Indigenous youths seeking public service employment under programs such as the Schools North Apprenticeship Program (SNAP), Summer Student Employment Program, and internships in all communities.
Committee believes that advertising youth development in small communities, recruiting Indigenous students, and allowing more time for students to apply for job postings, will help increase the number of Indigenous youths working in their home communities.
Committee recommends that the GNWT work towards increasing the participation of Indigenous students in all programs, grants, and contributions focused on youth, by:
Advertising the availability for youth development and making it known in small communities.
Creating recruitment campaigns in small communities so youth can participate in existing programs and apply for positions.
Having an advocate for youth and students in each department.
Creating and tracking hiring targets in all communities for Indigenous youth seeking public service employment under programs such as SNAP, summer students, and internships.
And further, that the Department of Finance restructure the Summer Student Employment Program to:
Allow a more extended period for students to apply; and,
Require managers to hire Priority 1 summer students and deplete the Priority 1 candidate list before considering nonPriority 1 students, ensuring not to leave one Priority 1 student candidate without summer employment.
Most submissions and comments outlined the need to support Indigenous employees in the workplace. Residents described this support as ideally coming out of a team approach with Indigenous individuals helping new employees feel safe in the work environment and assisting with career advancement.
The committee gave much thought to the recommendation for the GNWT to require each department to have one Indigenous employee support person. Committee also heard concerns about retaliation and the dysfunction of the appeals process. To avoid potentially targeting one designated employee in a department, committee looked to the existing Diversity and Inclusion Unit and the recently created Indigenous patient advocates positions.
Committee heard from people in all regions about the need for more support to be made available for Indigenous employees in the public service. As a result, committee considered that a new position should be created that is dedicated solely to providing additional support and guidance to Indigenous employees to help them flourish in their jobs.
To accomplish this, committee suggests that the government use the newly created Indigenous patient advocate position within the Department of Health and Social Services as a template for establishing a new advocate position offered to Indigenous employees in the public service.
In addition, committee finds that the best avenue to provide additional support to Indigenous employees is to work with the existing Indigenous Employee Advisory Committee within the Diversity and Inclusion Unit under the Department of Finance. Supports offered should include counselling services, support for addictions, and all supports should use traumainformed language and practices.
Committee recommends to the GNWT that all departments have in place support for Indigenous employees, and:
Look to the Indigenous patient advocates positions implemented by the Department of Health and Social Services as a model of how to provide support.
Work with the Indigenous Employee Advisory Committee and the Diversity and Inclusion Unit to provide support.
Offer pathways and leave to access counselling and addictions services.
Apply traumainformed language and practices as a norm.
Mr. Speaker, I'd like to pass this to my colleague for Yellowknife North, Mr. Rylund Johnson. Mahsi.
Thank you, Member for Tu NedheWiilideh. Member for Yellowknife North.
Several witnesses mentioned housing and education as determining factors for potential and interested Indigenous employees choosing a public service career with the GNWT.
This removal of the housing offer, combined with the decision to create market housing, means limiting the number of people who may apply, resulting in losing Indigenous employees in the applicant pool. Yellowknife is very costly. Witnesses noted many Indigenous members are struggling with paying their bills and that GNWT needs to go back and look at the old practices and how GNWT supported Indigenous staff. It was suggested that GNWT decide whether to hire Indigenous workers and make it happen.
Social passing is perceived as a distinct aspect hindering students from qualifying for government jobs. Committee heard of students who graduated from high school but would be shy to apply for jobs, thinking they do not know enough. Witnesses noted that GNWT oversees learning outcomes in education for kindergarten to grade 12 and pushes out grade 12 graduates at grade 8 or grade 9 level. Students are proud to graduate and then realize they don't qualify for a job with the government or postsecondary education.
Committee recommends that the GNWT include in its Indigenous Recruitment and Retention Framework:
Support in finding housing at the new job site for Indigenous employees relocating to take a government position or move within government.
Provide a moving allowance for Indigenous employees relocating to other communities.
Offer education leave to help Indigenous employees to finish any education that was not completed before employment, with the guarantee to remain in the public service and at a minimum return to the same job level.
Offer education leave to Indigenous employees to support their career goals and interests and help expand their opportunities.
This concludes the Standing Committee on Government Operations report on Indigenous Representation in the NWT Public Service. Members thank everyone who shared thoughts, opinions, and recommendations with committee. Committee looks forward to the government's response to these recommendations.
That the Standing Committee on Government Operations recommends that the GNWT responds to this report within 120 days.
Thank you, Mr. Speaker.
Thank you, Member for Yellowknife North. Member for Yellowknife North.
Mr. Speaker, I move, seconded by the Honourable Member for Thebacha, that Committee Report 5119(2), Standing Committee on Government Operations report on Indigenous Representation in the Northwest Territories Public Service be received by the Assembly and moved into Committee of the Whole for further consideration. Thank you, Mr. Speaker.
Thank you, Member for Yellowknife North. The motion is in order. To the motion.
Question.
Question has been called. All those in favour? All those opposed? Any abstentions? The motion is carried. Committee Report 5119(2) will be referred to Committee of the Whole.
Carried
Thank you, Mr. Speaker. Mr. Speaker, yesterday in the House, the infrastructure Minister had talked about the Memorandum of Understanding with the Taltson Hydro Expansion and referenced all the members of that MOU. However, as I said in my statement, there was one nation who has not signed on to the MOU, which I'm concerned about. Can the Minister explain if she shares that same concern, yes or no, and why? Thank you, Mr. Speaker.
Thank you, Member for Thebacha. Minister responsible for Infrastructure.
Thank you, Mr. Speaker. Mr. Speaker, I believe the Member is referencing Salt River First Nation who made the decision to withdraw from the MOU. The Salt River First Nation is an important party that we would like to engage with on a potential business partnership alongside with our other Indigenous partners. The steering committee memberships have kept a seat at the table under the MOU for Salt River First Nation if they wish to return. We also offered some briefing for the new leadership on this project. Thank you, Mr. Speaker.
Thank you, Mr. Speaker. Mr. Speaker, this project is extremely important to the community of Fort Smith and all people of the NWT. Delays in this project could occur if there's no communication with this group. As the MLA for Thebacha, I would be very concerned if this happened. Does the Minister agree, yes or no? Thank you, Mr. Speaker.
Thank you very much, Mr. Speaker. Mr. Speaker, yes, we have engaged with the Salt River First Nation and we will continue to engage with them going forward. Thank you, Mr. Speaker.
Mr. Speaker, this project is probably one of the most important projects on green energy for the NWT. This is a major priority in reaching our emission targets for 2030. Therefore, as the MLA for Thebacha I've supported this project wholeheartedly so we must ensure that there are no roadblocks with the success of this project. Does the Minister agree with that? Thank you, Mr. Speaker.
