| Governance structures |
The tracking of gender and Inuit employment data is a key priority of POLAR’s Human Resources, Planning and Reporting Division. This Division oversees gender-based activities and initiatives, including:
- Ensuring that gender-based issues are considered in POLAR’s policies, programs and initiatives and are informed by gener-related trends
- Working towards gender balance in the organization
- Regularly reviewing, updating and implementing POLAR’s Inuit Employment Plan that outlines strategies and targets to increase Nunavut Inuit employed at POLAR’s headquarters in Cambridge Bay, as per POLAR’s legal obligations under Article 23 of the Nunavut Agreement.
- Tracking the gender diversity of the agency and the progress against the short and medium term targets for Inuit representation presented in the Inuit Employment Plan.
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| Planned initiatives |
In 2018-19, POLAR’s Human Resources, Planning and Reporting Division will oversee the following initiatives:
- Track progress towards Inuit representation targets outlined in POLAR’s Inuit Employment Plan.
- Undertake an analysis of recipients of POLAR’s Northern Scientific Training Program (NSTP) funding to compile information on gender, Indigenous vs non-Indigenous and northern vs non-northern representation of recipients and information on whether recipients have entered northern-focused careers.
- Disseminate information related to POLAR’s employment opportunities, through POLAR’s website, social media and at career fairs and related events, emphasizing the desire to hire Inuit and outlining the application and selection process.
- Continue to support Pilimmaksaivik, the Federal Centre of Excellence for Inuit Employment in Nunavut, with the development and implementation of whole-of-government initiatives to remove barriers and increase representation of Inuit in Nunavut-based positions.
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