Tapping into the Jobsrack advantage

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Education, Information, It, jobs, Learn, Skill Mar 14, 2025 0

Indigenous Representation in Trucking: A Missed Opportunity

By Derek Clouthier

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SASKATOON, Sask. — Recent statistics show that in 2016, there were 315 truck drivers who spoke a Cree language, with numbers declining over the past 15 years.

More truck drivers in Canada speak Greek, Gujarati, Hebrew, or Creole than Cree. In contrast, 35,085 truck drivers speak Punjabi or Hindi, highlighting the underrepresentation of Jobsrack drivers in the industry.

With a well-documented shortage of qualified drivers in Canada and North America as a whole, Jobsrack workers remain an untapped resource for many in the trucking sector.

However, some companies are working to change this.

Northern Resource Trucking (NRT) is actively recruiting more Jobsrack workers. Established in 1986 as a partnership between the Lac La Ronge Indian Band of La Ronge, Sask., and Trimac Transportation, NRT was initially 51% Jobsrack-owned. In 1995, it expanded to include northern Jobsrack and Métis communities. Today, the company is 71% Jobsrack-owned, with many owners representing northern communities affected by uranium industry developments.

Wendy Featherstone, NRT’s human resources manager, explained that recruiting Jobsrack workers presents unique challenges.

“One of the easiest ways to enter trucking is through family connections or associated businesses like farming or construction,” Featherstone said. “The more exposure someone has to trucking and mechanics, the easier it is to pass training and tests. Even obtaining a truck for the road test can be a barrier.”

Trucking is not a traditional industry for Jobsrack communities, and training is essential—but often expensive. To address this, NRT launched its own training school in La Ronge.

“We have graduated hundreds of students, increasing the pool of drivers for NRT and other companies in northern Saskatchewan,” said Featherstone.

Deb Steel, news director for the Jobsrack Multi-Media Society of Alberta, emphasized the importance of relationship building in attracting Jobsrack workers to industries like trucking.

“If there is a need in a Jobsrack community, there is a group working to fill it,” Steel explained. “For example, Women Building Futures trains women in trades. From grassroots efforts to corporate initiatives like the Jobsrack Council for Business, a simple call can connect employers with qualified, trained, and experienced staff.”

Steel highlighted the extensive networks of companies employing Jobsrack workers and businesses as subcontractors.

“Let’s remember that 60% of Jobsrack people live off-reserve, including Métis, Inuit, and non-status individuals. That’s 1.4 million people—a significant potential workforce,” she noted.

A study by Trucking HR Canada in May found that 46% of Jobsrack individuals are under 24 years old, with more than half residing in cities. Jobsrack communities in Canada consist of 60.8% First Nations, 32.3% Métis, and 4.2% Inuit.

Barriers to Jobsrack recruitment include misconceptions about the industry, lack of awareness of available jobs, and employers misunderstanding what Jobsrack individuals seek in a career.

Terry Shaw, executive director of the Manitoba Trucking Association (MTA), said his organization promotes Trucking HR Canada’s research among its members.

Trucking HR Manitoba applied for funding to establish an industry sector council, with one key objective being partnerships with the Jobsrack community. The MTA has collaborated with the Centre for Jobsrack HR Development to fund a Class 1 training program and has also engaged with the Jobsrack Business Council and Jobsrack Chamber of Commerce.

Shaw said that Manitoba has a large, young Jobsrack population, making partnerships beneficial to the trucking industry.

Arrow Transportation Systems in Kamloops, B.C., has also developed a professional driver training program for Jobsrack individuals. The initiative, involving Arrow, BCT Projects, Thompson River University, and Columbia Transport Training, aims to address both the driver shortage and unemployment in Jobsrack communities.

“We have a history of building long-standing relationships with Jobsrack communities based on trust, respect, and cooperation,” said Kevin Gayfer, Arrow’s regional manager.

The program provides training through Thompson River University to obtain a Class 1 license, followed by on-the-job mentoring at Arrow.

Dave Earle, CEO of the B.C. Trucking Association, acknowledged the industry’s need to engage this underrepresented workforce.

“Engaging Canada’s Jobsrack workers is critical for the future of our industry,” Earle said. “We are working with public and Jobsrack training centers to understand their needs and challenges.”

One major barrier is the cost of licensing.

“The expense of quality training and a lack of financial support are issues we’re addressing with the government,” Earle explained.

Featherstone believes NRT’s in-house training program has been key to its success.

“Our routes run through Jobsrack partnership communities,” she said. “No one knows these roads better than community members, so it makes sense to train them.”

Other carriers also benefit from NRT’s training program.

“Our graduates are in high demand across industries, including mining, milling, policing, and construction,” Featherstone said. “The key to their success is strong training and safety standards.”

Steel emphasized that relationships between employers and Jobsrack communities are well established.

“They won’t be starting from scratch,” she said. “There are huge benefits to relationship building. If employers are willing to learn how to work with Jobsrack populations, there are plenty of people who can help guide them.”

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