CHALLENGES

Three key challenges have emerged in the implementationImplementation: the carrying out or execution of an agreementAgreement: any explicit, signed document that is negotiated and includes mutual concessions or limitations placed on both sides. Examples are Negotiation AgreementsNegotiation Agreement: an early agreement in the mining process, likely to occur in the Exploration Stage, which would outline the basis of the relationship between the Aboriginal group and the mining company and how the relationship will evolve if the mine moves forward. , Exploration Cooperation Benefit Agreements, Socio-Economic Participation Agreements., decision, or plan. of the Raglan AgreementAgreement: any explicit, signed document that is negotiated and includes mutual concessions or limitations placed on both sides. Examples are Negotiation AgreementsNegotiation Agreement: an early agreement in the mining process, likely to occur in the Exploration StageExploration Stage: the whole range of activity from searching for and developing mineral deposits., which would outline the basis of the relationship between the Aboriginal group and the mining company and how the relationship will evolve if the mine moves forward. , Exploration Cooperation Benefit Agreements, Socio-Economic Participation Agreements.: employment, family impactsImpacts: the effect or impression of one thing on another such as the impact of a mining project on the life of an Aboriginal community., and on-site issues.

Although the mine aims to have a workforce that is 20% Inuit, no quotaQuota: the share that is due from, due to, or allocated to a person or group. has been set. Employment quotasQuota: the share that is due from, due to, or allocated to a person or group. have their advantages and disadvantages. Makivik believes goodwill on the part of the company is probably the best guarantee of fair treatment.

Although priority is given to Inuit employment, the turnover of Inuit employees is high (70% compared with 15% among non-Inuit employees). Generally, older Inuit are not hired, and most of the jobs are entry level. Inuit say that they feel like second-class citizens at the mine site and that they do not get promoted at the same pace as non-Inuit employees. The presence of Inuit-, French-, and English-speakers on the site creates difficulties in communication.

Improving the quantity and quality of jobs performed by Inuit at Raglan is one of the biggest challenges. A number of issues are at play, including:

• Location and distance. The mine site is 60 km from the closest village, with no connecting road.
• Separation from family and community is very difficult for Inuit workers. Falconbridge has implemented flexible scheduling for them, but more solutions need to be found.
• Testing indicates that Nunavik education standards are up to two years behind southern standards.
• Inuit students and young workers lack the skill base for the technical job training they need for work at Raglan’s very modern operation.
• There are significant cultural differences to bridge when bringing inexperienced Inuit workers into the Raglan operation.

Priority in the award of contracts is supposed to go to local Inuit. Often contracts have been obtained by regional organizations or awarded to private non-Inuit enterprises instead. This is likely to be a reflection of local capacity as well.

Finally, Makivik has conducted studies on the environmental and social impact of the mine. Some results are disturbing:

• In some families, both parents work at the site. Even if their schedules are staggered, it means that child care is required for two weeks straight while the parents or extended family work.
• It is common for employees who return to the community during time-off to abuse alcohol.
• Child neglect and substance abuse affect the entire community, as well as the individuals or families directly involved.
• A water quality study found nickel concentrations of 68 parts/billion, a level exceeding the Quebec standard of 25 parts/billion.