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Inuit Employment Plan - 2025 to 2033

Table of contents

1.0 Introduction

1.1 Message from the Acting President and Chief Executive Officer

Suzanne Kerr

Suzanne Kerr, Acting President and Chief Executive Officer, Polar Knowledge Canada

I am pleased to present Polar Knowledge Canada’s Inuit Employment Plan (IEP) 2025-2033, outlining our approach to increasing Inuit employment in our Nunavut operations. As an Agency whose headquarters is in Cambridge Bay, Nunavut, Polar Knowledge Canada has made a strategic policy choice to invest in Inuit talent, while fulfilling our mandate to advance research to improve economic opportunities, environmental sustainability and the quality of life in the North.

This year, Polar Knowledge Canada will celebrate its 10th anniversary of working with Inuit and other partners to strengthen Canadian leadership on Arctic Research. When our first Inuit Employment Plan was approved in 2019, the Agency was only 4 years old with just 27 employees in our Cambridge Bay headquarters. By March 2023, the Agency had grown to 39 employees in Cambridge Bay and the Inuit representation rate had increased from 33% to 41%. By December 2024, the rate had increased to 45%.

During the same time frame, Polar Knowledge Canada has advanced implementation of its 2020-2025 Science and Technology Framework focusing on three goals:

  1. Improving knowledge of dynamic northern ecosystems in the context of rapid change
  2. Increasing understanding of the connections between northern community wellness and environmental health
  3. Advancing energy, technology and infrastructure solutions for the unique environmental, social and cultural conditions in the North

Polar Knowledge Canada has embraced its mandate while advancing initiatives to attract and retain Inuit employees. Key accomplishments over the past 5 years have included:

While we plan to do more, I am pleased with our progress to date, and I am proud of the contributions that our Inuit employees are making to advance our mandate.

We believe Polar Knowledge Canada’s Inuit Employment Plan 2025-2033 offers critical tools to support our current employees to succeed and advance within the Agency and inspire the next generation of Inuit to come and work with us in the future. Guided by Inuit Qaujimajatuqangit and working with partners, we are addressing the unique challenges of the North while honouring the traditional knowledge, values, and practices of Nunavummiut.

Together, let us shape a bright future for Nunavut and Canada’s North.

1.2 Executive Summary

Polar Knowledge Canada’s Inuit Employment Plan 2025–2033 reports on the progress made since our first Inuit Employment plan was approved in 2019 and provides a path forward for increasing Inuit representation over the next 8 years. Between June 2019 and March 2023, the Inuit representation rate for Nunavut based positions grew from 33% to 41%. By December 2024, this rate had increased to 45%.

Polar Knowledge Canada recruits its employees from across Canada. Most Inuit applicants for its headquarters in Cambridge Bay, come from Cambridge Bay or the broader Kitikmeot Region where there is significant competition amongst employers for skilled employees.

Polar Knowledge Canada Field Technician, Shannon Evetalegak assisting researchers in the field. (Elise Imbeau, POLAR)

Between 2019 and 2023, Polar Knowledge Canada was very successful in recruiting Inuit employees into entry-level positions in Cambridge Bay, as evidenced by the 83% Inuit representation rate for these positions. There is, however, a low Inuit representation rate for mid-level positions. The Agency has had challenges in the recruitment of Inuit employees into its science-based positions, an important consideration given our mandate to strengthen Canadian leadership in polar science and technology and advance knowledge of the Arctic. Polar Knowledge Canada has had good success in recruiting Inuit for senior-level positions in Nunavut, but we will need to continue to invest in employee development and succession planning so that there will be Inuit candidates ready to fill its mid-level and senior-level positions in the future.

Polar Knowledge Canada’s second Inuit Employment Plan 2025-2033 establishes short- and medium-term Inuit representation targets for Nunavut of 53% by March 31, 2026, and 57% by March 31, 2028, and commits to 15 initiatives to increase Inuit representation in the short-, medium- and long-term.

These initiatives are grouped under three themes.

Theme 1: Develop – The Initiatives in this theme are focused on supporting and developing our Inuit employees, to ensure that they can succeed in their jobs and have opportunities to grow and take on new responsibilities. This theme also includes initiatives to foster a workplace culture that is sensitive to and embraces Inuit culture and knowledge.

  1. Talent Management Program
  2. Elder-in-Residence Program
  3. Inuit Advisory Committee
  4. Inuit Qaujimajatuqangit (IQ) Days
  5. Inuktut Language Training

Theme 2: Attract – The initiatives in this theme are focused on creating more flexible hiring processes and removing unintentional barriers for recruitment. They also include initiatives that will prepare potential employees for employment at Polar Knowledge Canada and ensure that new employees are well supported in their early months in the Agency.

  1. Barrier-Free Hiring Practices
  2. Policies Reflective of Inuit Values and a Northern Workplace
  3. Pre-Employment Training
  4. Student Recruitment
  5. New Employee Support Program

Theme 3: Inspire – The initiatives in this theme are focused on the next generation of employees and creating interest and opportunities for Inuit to pursue post-secondary education in science, technology, engineering and mathematics (STEM).

  1. Science Camps for Inuit Youth
  2. Presence in Nunavut Schools
  3. Improving access to Post Secondary STEM Education
  4. Northern Grants and Contributions
  5. Opening CHARS to the Community

Polar Knowledge Canada is committed to reviewing and renewing its Inuit Employment Plan, including its short- and medium-term targets in 2027-28.

1.3 Guiding Principles for the Inuit Employment Plan 2025-2033

Guiding Principles for the Inuit Employment Plan 2025-2033 Polar Knowledge Canada’s Inuit Employment Plan 2025-2033 has been developed in consideration of “Inuit Qaujimajatuqangit” - the Inuit way of doing things. Our plan is grounded on the following Inuit Societal Values:

  1. Inuuqatigiitsiarniq: Respecting others, relationships and caring for people.
  2. Tunnganarniq: Fostering good spirit by being open, welcoming and inclusive.
  3. Pijitsirniq: Serving and providing for family and/or community.
  4. Aajiiqatigiinniq: Decision making through discussion and consensus.
  5. Pilimmaksarniq/Pijariuqsarniq: Development of skills through observation, mentoring, practice, and effort.
  6. Piliriqatigiinniq/Ikajuqtigiinniq: Working together for a common cause.
  7. Qanuqtuurniq: Being innovative and resourceful.
  8. Avatittinnik Kamatsiarniq: Respect and care for the land, animals and the environment.

Polar Knowledge Canada is also incorporating these values into its Code of Conduct, as additional considerations to guide interactions and relationships within the Agency.

Polar Knowledge Canada Researcher, Bryan Vanderbrink looking at specimen through a microscope at the Canadian High Arctic Research Station (Brodie Larocque, POLAR)

1.4 Background on the Nunavut Agreement and Article 23

In 1993, the Government of Canada and the Inuit of the Nunavut Settlement Agreement Area signed the Nunavut Agreement, which included Article 23, a commitment to pursue the objective of Inuit representation in government that mirrors the demographic reality of Nunavut. The representative rate (defined as the number of Inuit living in Nunavut as compared to the total population of Nunavut) is currently 85%. Article 23 defines “government employment” for the purpose of that article as “positions in the federal Public Service for which Treasury Board is the employer”. Polar Knowledge Canada is a separate federal agency and is not part of the core public administration for which Treasury Board is the employer and to which Article 23 applies. As a result, the Agency is not bound by Article 23 and is not legally required to develop an Inuit Employment Plan. Nevertheless, the Agency is fully committed to pursuing a representative workforce as a policy objective.

Polar Knowledge Canada has developed its second Inuit Employment Plan 2025-2033 on a voluntary basis in alignment with this policy objective. This plan outlines how the Agency will work towards increasing Inuit employment in its Nunavut operations, with the objective of reaching a representative level of Inuit Employment.

Pilimmaksaivik, the Federal Centre of Excellence for Inuit Employment in Nunavut, supports federal departments and agencies in Inuit employment matters, focusing on opportunities for achieving shared goals. Polar Knowledge Canada will continue to participate in the programs and services offered by Pilimmaksaivik and will collaborate with other government departments and agencies to advance Inuit employment initiatives.

2.0 Assessment of Current State

2.1 Polar Knowledge Canada and its Presence in Nunavut

The mandate of Polar Knowledge Canada is to strengthen Canadian leadership in polar science and technology and to advance knowledge of the Arctic to improve economic opportunities, environmental stewardship and the quality of life of Northern and Arctic communities. In pursuit of these goals, the Agency performs and publishes multi-disciplinary research. Through its grants and contributions programs, it also funds external partners including universities, colleges and Northern communities and organizations, to undertake research and related projects. Polar Knowledge Canada facilitates the sharing and exchange of science and Indigenous knowledge across scientific and policy communities, as well as with Northerners and other Canadians.

The Agency’s headquarters, the Canadian High Arctic Research Station, is located in Cambridge Bay, Nunavut, in the heart of Inuit Nunangat (ᐃᓄᐃᑦ ᓄᓇᖓᑦ), the homeland of Inuit. In addition, Polar Knowledge Canada also has offices in Ottawa and in Whitehorse. Some Inuit employees reporting to the Cambridge Bay office work remotely from other locations in Nunavut such as Rankin Inlet.

The Canadian High Arctic Research Station in Cambridge Bay, Nunavut (Janice Lang, DRDC-DND)

Most of the Agency’s employees work within three divisions: Programs, Operations and Logistics and Corporate Services. Each division plays a critical role in supporting research objectives and shaping local hiring practices and career development opportunities for Inuit. All divisions have employees based in Cambridge Bay, contributing to the Agency’s strong connection to the region and its communities.

Figure 1 Polar Knowledge Canada’s organizational structure

Figure 1 provides a high-level overview of Polar Knowledge Canada’s organizational structure. The Agency is part of the portfolio of the Minister of Northern and Arctic Affairs. A nine-member Board of Directors provides strategic direction, operational planning and budget oversight. The President and Chief Executive Officer of Polar Knowledge Canada is responsible for its day-to-day management and direction.

2.2 Cambridge Bay Profile: The Local Labour Force Analysis

Polar Knowledge Canada recruits its employees from across Canada and Nunavut. Most Inuit applicants come from Cambridge Bay or the broader Kitikmeot region. Cambridge Bay is also the regional headquarters of the Kitikmeot region, where there are a significant number of other public and private sector jobs and significant competition among employers for skilled employees. For some of Polar Knowledge Canada’s positions, the rate of pay is less than what other employers offer.

The 2021 Census reported Cambridge Bay as having a population of 1,760, with a 79.6% Inuit representation rate 1,400 Inuit, and an Inuit median age of 27.0 years. Despite previous community growth projections, the community population dropped from 1,766 to 1,760, and the Inuit population dropped from 1,420 to 1,400, between 2016 and 2021.

Using the most current data from the 2017 Aboriginal Peoples Survey, the 2018 Nunavut Inuit Labour Force Analysis’ Cambridge Bay community profile reports that 380 Inuit spoke Inuktut well enough for work, 260 preferred to speak Inuktut at work, 830 spoke English well enough to work, and 700 preferred to speak English at work.

The 2018 Nunavut Inuit Labour Force Analysis’ Cambridge Bay community profile reports of the Inuit 15 years and older:

2.3 Inuit Representation in the Government of Canada in Nunavut

Inuit representation in occupied positions in the Government of Canada in Nunavut (not including Polar Knowledge Canada and Parks Canada) in 2017 and 2023, following the implementation of the first Inuit Employment Plans, is shown below in Table 1. This information is provided for comparison purposes with Inuit representation at Polar Knowledge Canada provided in Table 3

Table 1 Government of Canada’s – Overall Inuit Representation in 2017 and 2023
Positions  2017 baseline 2023 Variance
Total positions  286 478 192
Vacant positions  52 181 129
Occupied positions 234 297 63
Positions held by Inuit  87 147 60
Inuit representation excluding vacant positions  37% 49% 12%

Between 2017 and 2023 Inuit representation in occupied positions grew from 37% to 49%.

Table 2 Government of Canada’s – Overall Inuit Representation in 2020 to 2023 by occupational group
Occupational Group March 2020 March 2023 Variance
Technical and Operational   49% 52% +3%
Administration 62% 66% +4%
Professional 9% 25% +16%
Senior Management 14% 27% +13%
Scientific   2% 4% +2%

Increases were observed in all occupational groups, however, the Inuit employment rate for scientific positions remains low across core departments of the Government of Canada.

2.4 Inuit Representation in Polar Knowledge Canada in Nunavut

2.4.1 Overall

Inuit representation in occupied positions at Polar Knowledge Canada in 2019 and 2023 in Nunavut, following the implementation of the first Inuit Employment Plan 2017-2023, is shown below in Table 3.

Table 3 Polar Knowledge Canada - Overall Inuit representation June 2019 to March 2023
Positions   June 2019 baseline March 2023 Variance
Total positions   33 58 +25
Vacant positions   6 19 +11
Filled positions 27 39 +12
Positions held by Inuit   9 16 +7
Inuit representation excluding vacant positions   33% 41% +8%

Between June 2019 and March 2023, Inuit representation in filled positions at Polar Knowledge Canada rose from 33% to 41%. This is lower than the Government of Canada representation of 49% (in 2023 as shown in Table 1), likely because of the numbers of harder to fill scientific positions, the newness of the Agency, and the smaller labour pool within the region of Cambridge Bay.

During the same period, the number of vacant positions has also increased. Addressing these vacancies effectively represents both a challenge and an opportunity for further growth in Inuit employment.

Table 4 Polar Knowledge Canada - Overall Inuit representation June 2019 to March 2023 by occupational group
Occupational Group June 2019 baseline March 2023 Variance
Technical and Operational   57% 57% 0%
Administration 66% 82% +16%
Professional 25% 33% +8%
Senior Management 0% 40% +40%
Scientific   0% 0% 0%
Table 5 Polar Knowledge Canada - Overall Inuit representation June 2019 to March 2023 by level
Levels of Position June 2019 baseline March 2023 Variance
Entry-Level 53% 83% +30%
Mid-Level 0% 15% +15%
Senior-Level 0% 43% +43%

The significantly lower representation of Inuit employees in mid-level positions (15%) compared to other federal departments, as well as the Agency’s Inuit representation in entry and senior-level positions, underscores the need for targeted leadership development and succession planning. These efforts will help ensure that Polar Knowledge Canada’s Inuit employees have opportunities to advance from entry-level position into mid- and senior-level roles.

2.4.2 Inuit Representation by Level and Occupational Grouping

To help prioritize employee development initiatives and create opportunities for Inuit employees to advance into more senior positions, it is important to better understand the occupational groups at each level and the educational requirements for the various positions.

Inuit representation in filled entry-level positions in 2023 as follows:

Inuit representation in filled mid-level positions is broken down as follows:

Inuit representation in filled senior-level positions is broken down as follows:

This information suggests that employee development efforts should focus on the Administrative Services, Engineering and Scientific Support, and Economics and Scientific Support groups to prepare current employees for mid-level positions in the short and medium term. Information Technology and Information Support employees would also benefit from development initiatives to prepare for potential opportunities within the Agency.

2.4.3 Inuit Representation by Educational Requirements

Table 6 shows the educational requirements for each of the classification groups employed at Polar Knowledge Canada in Nunavut. All but one of the positions require a high school diploma and 30% or 17 positions require university and/or post graduate degrees, mostly in the STEM fields. 70% or 39 positions do not require a university degree. Given these requirements, initiatives that encourage Inuit students to complete high school and pursue post-secondary opportunities, particularly in STEM fields, are necessary to increase the labour pool for Polar Knowledge Canada to draw from.

Table 6 Polar Knowledge Canada’s Inuit employment statistics by educational requirements (March 2023)
Classification Minimum education requirement Total positions Vacant positions Non-Inuit Inuit Percentage filled by Inuit
Administrative
Services (AS)		 A secondary school diploma or employer-approved alternatives. 13 5 0 8 100%
Chemistry (CH) Graduation with a degree with specialization in chemistry. 1 0 1 0 0%
Economics and Social Science Services (EC) Graduation with a degree with acceptable specialization in economics, sociology or statistics. 5 3 1 1 50%
Engineering and
Scientific Support
(EG)		 A secondary school diploma or employer-approved alternatives. 12 5 3 4* 57%
Engineering and
Land Survey – Engineering (ENENG)		 Graduation with a degree from a recognized post-secondary institution in mechanical engineering, civil engineering, electrical engineering, aeronautical engineering, geological engineering, naval architecture or some other engineering specialty relevant to the duties of the position. 1 0 1 0 0%
Execu ve (EX) Acceptable combination of education, training and/or experience. 5 0 3 2 40%
General Labour (GLVHE 08) No qualification standards are prescribed. 1 1 0 0 Not applicable
Information Services
(IS)		 A degree from a recognized postsecondary institution. An acceptable combination of education, training and/or experience, may serve as an alternative to the minimum education standard. 1 0 1 0 0%
Information
Technology (IT) 		 An acceptable combination of education, training and experience. 1 0 0 1 100%
Physical Sciences (PC) Graduation with a degree with acceptable specialization in 7 1 6 0 0%
  physics, geology, chemistry or some other science relevant to the position.          
Programme
Administration (PM)		 A secondary school diploma or employer-approved alternatives. 3 2 1 0 0%
Scientific Research – Research Manager
(SE-REM)		 Graduation with an acceptable doctoral degree in a field of the natural sciences related to the duties of the position, or the employer-approved alternative for the SE classification. 2 2 0 0 Not applicable
Scientific Research – Research Scientist
(SE-RES)		 Graduation with an acceptable doctoral degree in a field of the natural sciences related to the duties of the position, or the employer-approved alternative for the SE classification. 6 0 6 0 0%

* 2 Inuit in 1 double banked position

3.0 Targets

Polar Knowledge Canada has established a short-term Inuit employment target of 53% for March 31, 2026, and a medium-term Inuit employment target of 57% for March 31, 2028. Table 7 shows the short-and medium-term targets for Inuit staffing and representation in comparison with historic levels. Uncertainty associated with budget amounts, changing priorities, and other variables may impact the achievement of these targets within the timelines specified. However, in any case, the targets will guide actions and serve as an important tool to drive and evaluate progress.

Table 7 Short- and medium-term targets for Inuit staffing and representation
Positions June 2019 (actual) March 2023(actual) March 2026(target) March 2028(target)
Total positions 33 58 50 50
Vacant positions 6 19 10 8
Filled positions 27 39 40 42
Positions held by
Inuit		 9 16 21 24
Inuit representation excluding vacant positions 33% 41% 53% 57%

4.0 Themes and Initiatives in Polar Knowledge Canada’s Inuit Employment Plan

Polar Knowledge Canada’s plan to increase Inuit employment in its workforce and work toward the objective of representative employment was informed by the Nunavut Inuit Labour Force Analysis which was based on sources including the 2017 Aboriginal Peoples Survey and the 2021 Nunavut Government Employee Survey, as well as a 2023 Pilimmaksaivik engagement session with federal hiring managers and human resource professionals and ongoing discussions with employees from the Agency. Barriers and constraints to achieving the objective of representative Inuit Employment have been identified in the Government of Canada’s Whole of Government Inuit Employment Plan and those that are relevant to Polar Knowledge Canada have been included in Annex A – Constraint & Barriers to Inuit Employment in the Government of Canada.

Polar Knowledge Canada Field Technician, Layla Arnaquq conducting field work on the tundra. (Elise Imbeau, POLAR)

Polar Knowledge Canada’s plan is also based on the experience the Agency has gained over the last 10 years in building its Cambridge Bay workforce. This experience can be summarized as follows:

The graph is described in the surrounding text

Inuit youth learning about water treatment at the Canadian High Arctic Research Station, Cambridge Bay, Nunavut. (Elise Imbeau, POLAR)

In this second Inuit Employment Plan 2025-2033, Polar Knowledge Canada sets out its plans for 15 initiatives grouped in three distinct themes to increase Inuit representation and are directed at achieving results in the short-, medium- and long-term. The themes and initiatives are as follows:

Theme 1: Develop
The initiatives in this theme are focused on supporting and developing our Inuit employees to ensure that they can succeed in their jobs and have opportunities to grow and take on new responsibilities. This theme also includes initiatives to foster a workplace culture that is sensitive to and embraces Inuit culture and knowledge.
Theme 2: Attract
The initiatives in this theme will be focused on more flexible hiring processes and the removal of unintentional barriers to recruitment. It will also include initiatives to prepare potential employees for work at Polar Knowledge Canada and ensure that new recruits are well supported in their early months within the Agency.
Theme 3: Inspire
The initiatives in this theme are focused on the next generation of employees and addressing challenges in recruiting for science based positions. The commitments under this theme have a long-term focus with outcomes that would only be realized in 5 to 10 years. These activities are centred on creating interest in Science, Technology, Engineering and Mathematics (STEM) amongst elementary and secondary school students in Nunavut so that they pursue Science, Technology, Engineering and Mathematics careers and post secondary education. Our Grants and Contributions programs will also be used to provide support for capacity building with Northern post secondary institutions and to increase Inuit participation in research proposals.

Theme 1: Develop

1. Talent Management Program
Polar Knowledge Canada will ensure that all of its Inuit employees are well supported in pursuing their career goals. Each Inuit employee and their manager will prepare a Learning and Development Plan which will be updated annually. A variety of tools and programs will be offered to help employees learn and develop (mentoring, coaching, assignments, leadership programs, additional education) and drawing upon initiatives offered by Pilimmaksaivik, the Canada School of Public Service and other institutions.
2. Elder-in-Residence Program
Polar Knowledge Canada will continue to work with Elders from across the North to support knowledge exchange and transfer within the context of Inuit Qaujimajatuqangit. Elders will also be engaged in mentoring and providing advice and support to Inuit employees and their managers.
3. Inuit Advisory Committee
Polar Knowledge Canada will continue to have the Inuit Advisory Committee as part of its governance structure to provide advice to senior management and feedback on specific initiatives.
4. Inuit Qaujimajatuqangit (IQ) Days
With the support of the Inuit Advisory Committee, Polar Knowledge Canada will continue to hold Inuit Qaujimajatuqangit (IQ) days that provide all Polar Knowledge Canada employees with traditional Inuit knowledge and cultural awareness and contribute to a sense of community within the Agency.
5. Inuktut Language Training
Polar Knowledge Canada will explore the interests of its Inuit and non- Inuit employees in learning Inuit Languages and determine the training that is available. Some training will be offered to all Polar Knowledge Canada employees to gain an appreciation of the languages and their cultural significance.

Theme 2: Attract

6. Barrier-Free Hiring Practices
Polar Knowledge Canada will continue to exercise flexibility when recruiting to remove unintended barriers to Inuit employment through its hiring practices. All hiring managers will be trained to recognize and address potential barriers. Inuit will be represented on selection committees for staffing positions. The Agency will fully leverage social media as a platform for advertising job posting as well as other approaches to ensure that potential Inuit employees are aware of job opportunities. Depending on the job, a variety of informal and formal processes will be used to assess job applicants and non-advertised appointments will be considered for some positions. Flexibility will be considered when evaluating education and experience requirements. The Agency will consider having some positions performed from other locations in Nunavut such as Rankin Inlet and Iqaluit, increasing the pool of potential employees and providing employment to Inuit in their home communities.
7. Policies Reflective of Inuit Values and a Northern Workplace
Polar Knowledge Canada will review its human resources policies, including compensation, leave, and benefits, in consultation with employees, to determine what is needed to better addresses Inuit values and the realities of working in the North.
8. Pre-Employment Training
Polar Knowledge Canada will continue to support and participate in pre- employment programs such as the Inuit Learning and Development Program (ILDP) offered by Pilimmaksaivik to prepare Inuit for a broad range of entry- level positions at Polar Knowledge Canada and within the Government of Canada. Participation will be contingent on resource availability.
9. Student Recruitment
Polar Knowledge Canada will formalize its Student Program for both high school and post secondary students with an annual recruitment effort. This program will initially provide pre-employment training and valuable work experience for Inuit students at its offices in Cambridge Bay and Ottawa. Other regions both in Nunavut and other Northern territories may be considered in the future.
10. New Employee Support Program
Polar Knowledge Canada will put in place a New Employee Support Program to ensure that new employees, including Inuit employees, are well supported during their crucial first few months of onboarding.

Theme 3: Inspire

11. Science Camps for Inuit Youth
Polar Knowledge Canada will host and support Makigiata's Science, Technology, Engineering, Arts and Mathematics (STEAM) Camps, providing Inuit youth with experience related to a variety of related topics. The Agency will explore the possibility of opening the Canadian High Arctic Research Station (CHARS) to support the offering of a longer study period with curriculum that would qualify as a high school science credit.
12. Presence in Nunavut Schools
Polar Knowledge Canada will seek opportunities to engage students in Nunavut schools on various science issues to foster interest and learning about Northern research and the scientific process.
13. Improving access to Post Secondary STEM Education
Polar Knowledge Canada will explore opportunities with Indigenous organizations, federal and territorial government departments, academic institutions, and other research partners to determine how the Agency can play a role in increasing access for Inuit and other Indigenous students to post-secondary STEM education in Inuit Nunangat and more broadly in the North using its networks, its funding programs, and/or its facilities.
14. Northern Grants and Contributions
Polar Knowledge Canada will continue to work to support Inuit participation and leadership in the projects that it funds through its grants and contribution programs. The evaluation criteria for research project funding aims to incentivize Inuit and Northern community engagement. Polar Knowledge Canada will prioritize new opportunities to support Inuit leadership and engagement in its competitive grants and contribution programs and aims to support targeted at capacity building with Northern post-secondary institutions.
15. Opening CHARS to the Community
The Canadian High Arctic Research Station (CHARS) in Cambridge Bay will continue to be open to the community and Polar Knowledge Canada will host a variety of events related to its mandate at this location. The facility will also be made available for community-led events.

5.0 Monitoring, Reporting, and Renewal

5.1 Governance for Implementation of the Inuit Employment Plan

Polar Knowledge Canada is committed to monitoring and reporting on the implementation of the measures and the attainment of the targets for Inuit representation outlined in this Inuit Employment Plan 2025-2033. The President and Chief Executive Officer is the Senior Official responsible for overseeing the Plan’s implementation working closely with the Inuit Advisory Committee and the Polar Management Committee. Each year, a detailed work plan outlining planned activities will be developed for approval by the Board of Directors.

Polar Knowledge Canada will also continue to contribute to Pilimmaksaivik’s efforts through representation on its Assistant Deputy Minister Steering Committee as an Associate Member. This includes providing strategic policy advice regarding whole-of-government approaches, strategies and measures, as well as monitoring progress. Additionally, Polar Knowledge Canada will maintain its participation in the federal government’s Inuit Employment Human Resources Network.

Polar Knowledge Canada is also committed to reviewing and renewing its Inuit Employment Plan, including its short- and medium-term targets, in 2027-28.

5.2 Monitoring and Reporting Framework

Progress on implementation of this Inuit Employment Plan 2025-2033 will be included in its annual Departmental Result Report as well as other internal and external communication products. Regular updates will also be provided to the Board of Directors.

Polar Knowledge Canada will continue to collaborate with Pilimmaksaivik and actively participate in the development and implementation of monitoring and reporting mechanisms

6.0 Conclusion

Polar Knowledge Canada’s Inuit Employment Plan 2025-2033 reflects the Agency’s commitment to increasing Inuit employment and fostering the growth and success of Inuit employees, both current and future.

Our current employees bring invaluable skills and knowledge and are integral to Polar Knowledge Canada’s future. We will invest in supporting and developing our employees. Looking ahead, the next decade and beyond will be shaped by a rapidly growing population, with many Nunavut Inuit currently under the age of 15 poised to enter the workforce. This demographic shift presents a significant opportunity to inspire and encourage Inuit youth to pursue careers in science and technology, helping to advance Polar Knowledge Canada’s mandate of improving economic opportunities, environmental sustainability and the quality of life in the North.

The targeted initiatives outlined in our plan aim to cultivate a culture of inclusivity, celebrate Inuit knowledge and culture, and ensure Polar Knowledge Canada is an employer of choice for Inuit, both in Cambridge Bay and across the North. By focusing on the key pillars of Develop, Attract and Inspire this Plan lays the foundation for both the immediate and long-term success of Inuit employment at Polar Knowledge Canada.

To achieve these goals, Polar Knowledge Canada will work collaboratively with partners to implement the Plan and seize future opportunities. Key partners include Makigiata, the Kitikmeot Inuit Association, the Hamlet of Cambridge Bay, Nunavut Arctic College, Kiilinik High School, Pilimmaksaivik, Federal and Territorial departments with shared interests, Nunavut Tunngavik Inc, the private sector, and universities and colleges offering Northern programs and conducting Northern research. Together we can shape a bright future for Nunavut and Canada’s North.

Annex A: Constraints and Barriers to Inuit Employment in the Government of Canada

The Whole-of-Government Inuit Employment Plan, released in the summer of 2024, identified key barriers and constraints to Inuit Employment in the core federal public service, in Nunavut. These findings were informed by the Nunavut Inuit Labour Force Analysis and the 2023 Pilimmaksaivik engagement session with federal hiring managers and human resource professionals. Most of the issues identified are also relevant to Polar Knowledge Canada. The key barriers and constraints that have informed the development of this Inuit Employment Plan 2025-2033 are outlined below, along with reference to initiatives from the Plan designed to address them.

The term “barrier” refers to organizational or personnel systems, policies, practices, and procedures which potentially impede the recruitment, assessment, selection, development, promotion, and retention of Inuit employees. In other words, a barrier is within the agency’s control to remove. The term “constraint” refers to impediments that are not within the control of the Agency but still impede increasing Inuit employment within Polar Knowledge Canada.

Barriers to Recruitment

Description of Barrier Action Plan initiative to address the barrier
Many Inuit may not have a full understanding of the types of jobs or the number of jobs available in the Government of Canada and at Polar Knowledge Canada. 8, 9, 11, 12, 15
Many Inuit are unaware of Government of Canada job postings and the hiring processes.  6, 8, 9
Many Inuit do not have a full understanding of government job requirements. Some Inuit recognize the importance of education and training in order to obtain a government job and may be discouraged from applying to government jobs if they don’t have post-secondary education or other training. The majority of Inuit who are interested in government employment do not have a formal educational credential.  6, 8, 9, 11, 12
Government postings tend to be long, complicated and contain many essential and asset criteria, which may discourage some Inuit applicants.   6
The application process is not straightforward. More Inuit would apply for a federal government job if they received help with the application process.  6, 15
Due to the location of the Canadian High Arctic Research Station, there are limited opportunities to recruit Inuit from Iqaluit, Nunavut’s capital, where 90% of the federal public servants and 41% of the territorial public servants live and work. Almost half (47%) of the Inuit employees working for the Government of Canada or the Government of Nunavut, and who are living outside their home communities, would prefer to live and work in their home community, underscoring the difficulty in recruiting Inuit living in locations other than Cambridge Bay. 6

Barriers to Assessment and Selection

Description of Barrier Action Plan initiative to address barrier
Many Inuit who applied to federal government jobs and did not successfully obtain employment, stated that the reason was that they did not meet the education, work experience, language profile or equivalency requirements.  6, 8, 9, 11, 12, 13, 14
Many Inuit are unfamiliar with the hiring practices and processes of government employers.  6, 8, 9  
Inuit culture values humility and community over individual achievements which contrasts with typical government interview processes that often require candidates to emphasize personal accomplishments.  6

Barriers to Advancement and Talent Management

Description of Barrier Action Plan initiative to address barrier
The most commonly cited barriers to training and formal education in the past 12 months among Inuit federal employees were:
  • Lack of time due to family and personal reasons
  • Lack of time due to work-related reasons
  • Training or education not available in their community nor online
  • Available training or education did not suit their interests     Did not know training or education was available

 
Many government positions require educational credentials, including positions requiring advanced or specialized degrees.

 1, 2 
Supervisors of Inuit employees require more training, development, support and experience to confidently conduct career advancement discussions with their Inuit employees and be more effective mentors. The high rate of turnover of non-Inuit managers of Inuit employees is also presenting challenges for the talent management and advancement of Inuit employees.   1
Promotion of Inuit employees to management positions requires adequate support and training that builds skills, experience and confidence.   11

Barriers to Retention

Description of Barrier Action Plan initiative to address barrier
Some Inuit employees are considering leaving government employment to find a job that is supportive of Inuit culture and language. Being able to speak Inuktitut/Inuinnaqtun in their workplace was found to be positively related to an Inuit employee’s interest in staying in government.  2, 3, 4, 5
In 2016, one of the top 5 drivers of dissatisfaction amongst federal Inuit employees in Nunavut was racial or cultural equality and tolerance. Inuit employees identified it is important for managers to have knowledge of the history and context of Nunavut and Inuit culture. 2, 3, 4, 5, 6, 10
Federal employers have not developed a trauma informed workforce that is capable of supporting many Inuit employees who are struggling with the rapid cultural change, and the intergenerational trauma caused by residential schools, which impacts Inuit participation in education and the wage economy. 2, 10, Polar Knowledge
Canada’s Mental Health support programs

Constraints to Implementation

Education is a major constraint for Inuit who are looking for federal government employment, including the number of Inuit who have graduated from high school in Nunavut. Within Polar Knowledge Canada, most professional, management, and senior management positions require some level of post-secondary education, and all science-based positions require an undergraduate, post-graduate, or post-doctoral degree. There is a limited pool of Inuit who have university degrees or some level of science-based or management-related post-secondary education, while conversely there is a large pool of potential employers competing for well-educated Inuit.

The lack of daycare is cited as a constraint by many Inuit who are not available for federal government employment, or are unable to pursue formal education, despite their interest in government employment. Caring for Elders is also a significant challenge, particularly in communities that lack Elder support and medical care. There is a need to address the social infrastructure and other factors in Nunavut communities which impact the well-being of Inuit, such as achieving a healthy work-life balance.

The lack of adequate housing, healthcare, and the high cost of living not only negatively impacts the health and quality of life of Inuit, but they also hinder their interest, availability, and preparedness for government employment. Some departments have expressed that entry-level Inuit employees are leaving their jobs due to the high cost of living, since public housing rent is tied to income, and they do not have the income to buy their own house.

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2025-07-24