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In our post-pandemic world, there is no issue more pressing than climate change. This fall on Disruptors, an RBC podcast, we launched a multi-part series called The Climate Conversations, which explored some of the potential solutions to a warming planet—as well as the challenges in implementing them.

Arguably no part of the Canadian economy has more work to do on climate action—but also more opportunities to innovate—than Canada’s oil and gas sector. Co-host Trinh Theresa Do spoke with a key player in the sector: JP Gladu, a Suncor Energy board member and executive director of the Indigenous Resource Network.

In this special extended cut of the conversation, we hear more from Gladu on how oil and gas companies (such as Suncor) can prosper in a Net Zero world; why reconciliation and sustainable development go hand-in-hand; and the importance of a “just transition” for Canada’s First Nations.


Speaker 1 [00:00:01] Hey, it’s Theresa. This fall on disrupters, we explored some of the big topics on climate change and spoke with some of the big players taking climate action. We call the series the climate conversations, and it’s fair to say the conversations are ongoing. As part of that, we’re bringing you a special extended cuts of some of our most popular ones. Arguably, no sector has more work to do in meeting our ambitious climate targets than the oil and gas sector. It’s the biggest producer of greenhouse gas emissions in Canada, but also the sector where we’re starting to see a ton of innovation and an emerging, more inclusive model for doing business. One of those who’s helping build that new model is JP Gladu JP as a board member of Suncor Energy, which has committed itself to becoming a net zero emitter by 2050. He’s also a principal at marketing consultancy and a former CEO of the Canadian Council for Aboriginal Business. As he explained When we talked earlier this fall. Sustainable development is supremely important to First Nations and Canada and essential to the future of energy companies such as Suncor if they hope to reach net zero. JP, welcome to disruptors. Speaker 2 [00:01:15] Theresa, it’s really nice to be here, thank you. Speaker 1 [00:01:17] From 2012 to late last year, you served as president and CEO of the Canadian Council for Aboriginal Business, whose mission is to promote, strengthen and enhance a prosperous indigenous economy. When you look back, how did the KP address sustainable prosperity during your leadership Speaker 2 [00:01:37] that you’re hitting on some and wonderful memories? It was transformative, not, I like to think, and one a great theme that exists that that I was able to build and continues on under the leadership of Tabitha Bull, my successor. Incredible time. The organization and I think what I feel most proud about is the growth of its programs and its presence and research. You and I both know if you don’t have great data, it’s hard to change policy. It’s hard to change thinking. And we are actually I say, I say we again. But the cap is as a leader, a world leader in developing research and research by indigenous people for indigenous people to influence outcomes. The PA program, The Progressive Aboriginal Relations, is a program that is set to and it’s been in existence for a while now that supports non-Indigenous corporations for the most part in long term, sustainable relationships across sectors, to work with indigenous entrepreneurs and communities, and for them to get better at understanding the indigenous sphere and how to empower that economy through business relationships. The action that I was most proud of, the one where I felt I could have retired and felt that, you know, I did my part in society and then fell off into the sunset was the procurement work, the strategy work great team. I hired this young man from Australian Aboriginal guy named Josh Riley, who worked for us for a couple of years, and he said, You know what we did? You know, Canada’s really great as a world leader and indigenous economy in many, many regards, but is not doing as great when it comes to government procurement and what we did in Australia as we we matched up with indigenous leadership with a prominent corporate leader to challenge the governments and other corporations to do better on their procurement strategies because the government, particularly in many parts of Canada, were not doing their part in procuring indigenous entrepreneurs and businesses. So they they’ve done a great job. So they said, Well, let me call up Mark Little, who was the CEO at the time of Suncor, and his team said Yes, Mark is going to stand on the front of the room with the ajp and challenge corporations and the government to do to set targets around indigenous procurement. Because Tricia, you and I know you can do all the great things in the world, but if you can’t bring in cash, cash is in our mind trading. So cash is king, you need economy, you need economic parity to be a partner, to have a voice. So Mark and I, we went to the government, we went to Parliament. We hit up all of the ministers in the right places and we got a commitment from them to set a five percent target. And Tabitha Bulls, the new CEO. I guess she’s not so new anymore. She’s been there since March of 2020. Dropped me a text not too long ago. I was saying, we did it. We got it over. It’s legislated procurement is making shoot. That’s going to translate to billions of dollars because what it is, it’s a handshake. It’s an opportunity to build business together. And most importantly, I think the relationships that have struggled for over 150 years, that’s incredible. Speaker 1 [00:04:50] And those conversations about procurement, economic parity, were there any opportunities to incorporate sustainability environmental issues in those conversations? Speaker 2 [00:05:02] Absolutely. There were six. Abe was an is an organization that is very inclusive. We all know that the energy sector is is transforming, you know, to sit on the Ontario Power Generation Board. And, you know, we have hydro projects. Nuclear is clean energy and we had sustainable equity partnerships with or OPG. Sarah, I got the way I still feel like I’m still part of the conversation every day. Speaker 1 [00:05:28] You know, the lingo Speaker 2 [00:05:30] with communities that are helping transform the way that we generate our energy sector. I want to talk a little bit if it’s all right, Teresa, one of the my roles since then, I’m the chair of the Board of Leadership Champions, and that is a group of companies and indigenous leaders from oil, gas, mining, forestry, energy think I mentioned finance and it’s my good friend Valerie Courtois and Cathy Wilkinson and Meredith and Mark. We’re all trying to find a place, and we’re developing some thought leadership with all these companies around responsible development around Indigenous. US protected conservation, because we need those natural services to be able to live a stronger future one where we can be proud of to hand an environment to hand down to our kids. So we’re doing some thinking around innovative financing and what economic reconciliation looks like and to bring those ideas to the forefront. There’s a lot of organizations and communities that are putting a lot of time into finding this balance and be happy to have more conversations about this with you. Speaker 1 [00:06:38] Yeah, I’d love to follow up on that, actually. Can you describe that connection between indigenous led conservation and economic reconciliation and how that might also apply to energy production? Speaker 2 [00:06:48] Yeah, it’s another great question for a long time. We’ve been shut out of the Canadian economy. We had, you know, the fur trade which sustained our communities, and then we were told our communities were told that harvesting furs was not appropriate anymore. OK, well, we don’t want to live in poverty. We don’t want government handouts. So what’s next? Well, we’ll look to the mining of a lot of our communities are in the north, so we’ll look to the extraction sectors to generate revenue, to generate income, to generate an economy when we talk about economic reconciliation. It means that we’re generating wealth and we’re managing that wealth and we’re empowering our communities. We know that we can actually find a better balance between extraction and indigenous protected conservation areas and sustainable development and more trees, because our natural service ecosystems provide billions, trillions of dollars that we don’t even think about when it comes to clean air, clean water. You know, think of all the health impacts that occur if you don’t have a clean environment. But we also, as an indigenous community, are having these tough conversations around, well, we’re going to transition. It’s going to take time. There’s still so much poverty, not only in Canada but around the world, 700 million people in abject poverty because they don’t have access to energy. So oil and gas is going to be a part of our economy for years to come. That doesn’t mean that we shouldn’t be putting time and effort and resources and research into actually improving that technology. So there’s a balance to be struck, and that balance is going to be we’re not going to find that balance without the indigenous voice. We need to be at the table every step of the way from any kind of development to any kind of protected area and developing economies around those protected areas Speaker 1 [00:08:36] on more practical level. To what extent might there be concern among indigenous communities, especially those who partner with Big Oil and gas, big energy producers about developing these resources, which knowing that oil demand will not win for a while, eventually it will wane to some degree. So knowing that that long term demand will wane along with perhaps the value of these properties, what concerns are there around that? Speaker 2 [00:09:00] Well, I think the biggest concerns are, again, the question of balance, the balance of generating economies. So we’re not poor all the time in government handouts, but also making sure that we’ve got areas that we can rely on for our traditional activities in the clean water and the clean air. I mean, I just had my daughter visiting me up on my reserve the last five days of me or moose hunting and I’m on a lake. Let me let me paint this picture for you, and then I’m going to ask you as an example in Alberta with Fort McKay First Nation. I live on Lake Winnipeg and our whole lake is protected and it’s the biggest lake in Ontario surrounded by the Ontario borders. Beautiful. I hunt on it. I fish. I caught a beautiful speckled choke my fly rod. This weekend I released she is a female and she responded, But you know, we’re the guardians of the land and put us in that place so we can continue to protect her. But we also have a lithium mine site, just not because road access to our reserve. We have two hydro developments that we’re partners and we have a sawmill. We have old railway bed that goes to our community and we have the natural gas line that cuts across our community as well, that my grandfather, one of my grandfathers, helped build. We got all the resource activities there. And so we’re trying to find that balance to make sure that the land that needs to be protected is protected and that we are the ones that are also becoming the equity partners. And the decision makers in the way that resource projects get developed and that we also benefit from it. Now, if you look at maybe more pointed to your question about concerns for Mackay, First Nation is a prime example. You know, Chief Jim Boucher, chief of 30 plus years. He’s not the chief right now, but I will always call him. Chief is just an extraordinary leader. He talked about, you know, he was providing first, trapping first for his community. His community was doing that to subsistence living. And then over time, that went away and then they fought their oil and gas companies. And then they found their way to the table, the oil and gas companies, and then became this equity stakeholder in one of the biggest resource tank projects in history with Suncor, along with Mexico group of companies. But they also have Moose Lake, and I’ve been to Moose like a couple of times with my friends, Dave and Nicole, and it is I’ve been up a couple of stunning. And they drew a line, they said, no, no more encroachment of this lake. This is important to our community. No more development here. We will work with you in these areas that are appropriate. This area hands off and they won that and they led that conversation. So they got concerns. But they also have to provide for their for the young people. Speaker 1 [00:11:31] We had chatted with Marc Little from Suncor, as you know, of course, about Suncor’s work in partnership with Indigenous communities, and I think he had specifically cited the example of of Chief Boucher and the joint venture that they had established the First Nations there about basically providing stable prices to ensure that the volatility of oil doesn’t impact them. Do you see that as a model that can be scaled and replicated going into the future? And what other models might exist that would ensure over time that economic parity and reconciliation? Speaker 2 [00:12:04] That’s a great question. Now, I’m not surprised Mark talked about that. You know, the relationship that unmarked and Jim have, it was that of marriage. They would have their battles, but they’d always come back to the table and what’s best for our community and what’s best for the company, the end the economy and how are we going to balance this all out? And they got through it. And I think it’s an incredible model where the communities were able to hedge against the markets and have lower cost capital and have steady revenue to support their community while having an eye on on the development itself. I think it’s a wonderful model. The cutting edge opportunities in this country exist in a few areas. One is that our communities want to be equity stakeholders in a lot of the resource projects that look at TMCs. There are a number of indigenous groups that want to purchase that line. So we need to, as a country, find equity pools to develop, generate them so that communities can access capital at a reasonable rate and then province to have the ability to backstop the payments. So that adds economic certainty of a project. The other thing, and I know it’s still early days, but the province of Alberta, they’re talking about an energy corridor with Treaty eight, where the First Nations are going to be in. The 80 groups are going to be the ones talking about what’s appropriate, where that line goes, what’s appropriate for development. I sit on the board of Northern Resources and the Ring of Fire in northern Ontario, and it’s the communities that are driving the environmental assessment process for road infrastructure. Which brings me to the last point is our communities are absolutely tired of coming to the table last. Why does a regulatory process and the precedent for the most part is that companies go and engineer the hell out of a project, get their engineers to come to the table, wipe the hands and go, OK, let’s talk to the indigenous communities now and see what they think. I’ll tell you what those communities think. I think what the heck were you thinking coming up to us at the very end? Why don’t you come to us at the beginning when we know this landscape the best? And now with all of the legal precedents, we’re going to say, no, no way are you going to develop your project because you don’t respect us. And so it’s that mutual respect and reciprocity. We always have to go into the boardrooms and communities with to develop projects in a holistic way that is respectful of indigenous sovereignty and as well as the economic model. Speaker 1 [00:14:37] Have you seen that consultative process improving? Speaker 2 [00:14:40] Yes. Yes. I have a group that I am so lucky to advise Chief Charlene Gale’s the chair. She’s in fact, she’s the chief of Fort Nelson First Nation. Neil Edwards is the CEO. They are the executive director of the First Nations Major Project Coalition, and the government is supporting this group. It’s got so much great work. There are two streams when you engage this group as a as an indigenous community or as a proponent. Coming in there will walk you through the environmental because if you can’t do the environmental questioning and process to make sure communities aren’t going to be severely or negatively impacted, you’re not going to get to the business modeling once you pass the sniff test on the on the environmental piece. And you’ve got and this is the thing that I just don’t understand about some projects where they come to our communities last. If you can’t get the indigenous buy-in that your project’s done, do the hard work, get the buy and the economic modeling is going to get better. So then you go into the economic modeling and what the markets are saying and ESG and investment and, you know, investors third, they’re not dumb. They’re all asking, what’s the indigenous relationship like if you don’t have that nailed down in a progressive way? We’re probably not going to be interested in if we do, the cost of that capital is going to be extraordinary because the uncertainty that ensues. So the S&P C is this great organization that helps communities and corporations find that balance. On the modeling, the capacity there and the environmental, it’s a wonderful, wonderful organization. Speaker 1 [00:16:21] Coming up after the break, more of my conversation with J.P. Gladu. So stay right there. Speaker 3 [00:16:32] You’re listening to Disruptors, an RBC podcast. I’m John Stackhouse. Earlier this fall, RBC Economics and Thought Leadership released a report called the two trillion dollar transition Canada’s Road to Net Zero. It explores the costs and benefits of Canada’s shift to a carbon neutral economy and how it can fuel a new generation of Canadian innovation, from carbon capture technology to sustainable agriculture to the full potential of super charging electric vehicles. We look at all the ways for Canada to take a leading role in the fight for climate action and the economic opportunities those create. To learn more, check out the link to the show notes of this episode and visit our bbc.com. Net zero. And be sure to listen to and follow disruptors wherever you get your podcasts. Speaker 1 [00:17:23] Welcome back in the second half of my conversation with J.P. Gladue. We talk about the role of renewables in Canada’s energy mix, as well as the concept of a just transition. And importantly, we discussed the vital role indigenous communities play in building that new energy paradigm. If I can pivot just slightly, so I know you wear a lot of hats and among the many hats that you wear, you sit in the Suncor board. As you mentioned, Suncor is transforming itself into a more sustainable energy producer and is targeting 2050 as the year they become net zero. What do you think about that target and what are the biggest challenges still to overcome on that journey? Speaker 2 [00:18:07] Yeah, it’s a lofty goal. I mean, but the thing is that not only Suncor, we’ve got Imperial Central Meg Cenovus, 90 percent of the oilsands producers are all committed to this. So you have more partners committing to technology. More partners committing to reducing GHG is getting better at water use, getting better at indigenous consultation, engagement and empowerment strength in numbers. So I think because of that commitment with all of these companies, it is achievable. It really is. When we think about the way that our investment is talking about ESG and global investments, they’re going to look at that and they’re going to go, okay, that we can, OK? They’ve got a goal. It’s going to be challenging, but it is possible. Suncor is an incredible organization, and they’ve had a great track record on a number of fronts. And just think about this from a global perspective. You know, when we think about the major oil and gas producers in the world, there’s only two out of the top six. There’s only two that you can invest in because the rest are state owned. And the one country that I’m referring to does that the best in the world when it comes to gender, when it comes to indigenous, when it comes to regulatory, when it comes to water, when it comes to everything else, we’ve got to reduce our GHG. And so when we do that, it’s competitive world and the oil and gas companies understand this. And when they reduce that, nobody’s going to touch Canadian oil and gas. And so we’ve got it. We’ve got it. We’ve got to hit that. That’s the path forward. We have to. Speaker 1 [00:19:45] And there’s still an open question on energy production at its most basic, whether it’s better to find ways to reduce the carbon emissions in traditional extraction or to shift focus to develop more renewable energy sources. And of course, it’s not just another question. Speaker 2 [00:20:01] It’s and it’s and Speaker 1 [00:20:03] so what would you say is the best path for the right mix to meet our future energy needs? Speaker 2 [00:20:08] The I think you said it’s the mix. I don’t know if anybody has a crystal ball on this because there’s so much uncertainty. We’re investing in hydrogen and we’re investing in carbon capture. We’re and we have to spend more time investing in our natural capital of trees. I think it’s one of the best carbon eating machines that I know as a forester. So, so, you know, companies like Suncor are investing the time and resources in those types of technologies, but we cannot rely just on one. It’s like a balanced portfolio. When I look at my RRSP or my investment accounts I’m distributed across. I’ve got some risky investments and you know, some of these investments that we’re exploring the technology, there’s risk. But the payoff could be amazing will be amazing if we can get some of them done. The natural capital is would probably be my easiest one. I mean, I know what the return on the capital of a tree would be. We’re going to plant more of those, but we also have to get better at our processes with the reduction of of the water, the reduction of energy required to extract oil out of the sands. We have to get better at that. We have to get lower emissions out of those processes as well. So we’ve got to look at these things, evaluate them, improve upon them, the stuff that’s not working. Let’s fail quickly, get that out of the way and let’s get the next one on the on the road. And you know, we’ve got a you know, we’ve got to play a number of fronts. We just can’t rely on one path because if we fall off a cliff, not one path and we haven’t spent any time on the other password dooms you. Speaker 1 [00:21:43] You often talk about a just transition. Can you elaborate more on what you mean by that? Speaker 2 [00:21:49] Absolutely. I went to the I went to fill up this morning. You know, I live in the north, I’m a hunter and I’m two hours from Thunder Bay, so I have a truck. And it’s always interesting when we think about environmentalism, it’s always easier to be an environmentalist when you ask everybody else to do the hard work. It really is. It’s it’s baffling. Sometimes, you know, DiCaprio comes up to the oil sands and, you know, chastises the oilsands for oil and gas development. When he flies around the world, it’s got a billion whatever boats and helicopters and they come on like, let’s be real here. But so the just chance I’ll get off my soapbox. But the just transition is yes. Yes. I mean, I sit on an oil and gas company. I also chair the boilers ship champions around conservation. I took my daughter hunting and a clean environment. We need both. And a just transition is the fact that we’ve. Got two sides here, and we’re trying to build a bridge and to meet that bridge to make sure that we can travel in a clean environment and a sustainable economy. The renewables, the batteries, the infrastructure for four battery cars, the wind, the solar. We just don’t have the capacity to meet world demand for energy. There is way too many people that suffer significant like deathly poverty because they don’t have access to energy. How is that? How’s that right in the world? So oil and gas is going to be here for quite a while yet. And that that demand, you can see in our price of our gas, you can see and Biden going over the they’ll tech companies, countries are getting more oil and we got oil up here, but it’s not going to happen overnight and we’ve got to make sure that we’re we hold corporations accountable to their targets. We need to make sure that we have a little bit more balance in the way that we. I’m a proud indigenous Canadian and the way that we develop our resource sector, it’s not perfect. It’s getting better. We see the goalposts and we’re trying to navigate between those posts and we’ve got indigenous inclusion. That is, it’s got to get better, but it’s definitely a hundred percent better than it was even 10 years ago. But that transition is going to take time, and we need to continue to measure, adjust, reinvest, measure, adjust, readjust to get there because there’s way too many energy workers. If we just said no more oil and gas well, our oil, our gas, the pumps are going to go through the roof, then Canadians go to our gas so expensive. And then all these people are going to be out of jobs with nothing, no vine to hold on to the poverty that will ensue because we don’t have the energy, the new jobs for these, for this transition. So it’s going to take some time. Speaker 1 [00:24:38] Yeah, exactly. And when we look at what’s happening in Europe and with the U.K., with their energy shortages, it affects all aspects of the economy and not just not just the energy sector. Speaker 2 [00:24:48] Yeah. And I think Canadians really care about it. I think we care about each other, even though there’s this provincial fights that happen, these transfer payments that were that Alberta started to question. I think we need there’s still a little bit too much polarization in Canada, but I do believe Canadians, you know, because many of our communities travel for construction, jobs, et cetera, and they bring those experiences from other provinces back home and they bring their experience and their culture and their food to other places like Fort McMurray, who’s got lots of incredible Newfoundlanders. And, you know, as an example, we care. I believe Canadians care Speaker 1 [00:25:24] if I can ask you to switch your hat again. Can you tell us a bit about your work with the Energy Futures Lab? Speaker 2 [00:25:31] Well, this is this is relatively new and they are part of the natural step. They asked me early while late spring, I guess early summer, if and again it’s a little bit sensitive and we’ve been very, very fully transparent. The group came to me a little bit late in the process, but they recognized that they had a big gap and that was the indigenous voice. So to carry it and agile on in the crew, you know, thank you for bringing me on. We’re doing our best. And I’ve got this amazing group of half a dozen indigenous leaders from Alberta, one from B.C., one from Ontario, and we’re trying to figure out a policy paper that’s been largely drafted. But there’s tons of room to inject our ideas and the indigenous voice around the criteria, like things like alignment around net zero and our trajectory, a forward looking ESG approach and economic viability building in Alberta’s incredible. They’ve done incredible work, so build on those current assets and strengthen the economy and in promoting an inclusive economy, which is the indigenous one to the building blocks. We’ve done lots of work. What does carbon look like? Carbon fiber, lithium batteries, hydrogen, geothermal? So we’re basically taking this indigenous voices and we’re applying our knowledge systems as well as our need for our economy. And they’ve got these incredible leaders that are on the table that are bringing their experience so that we can make sure when these policy ideas mature with our voice that we’re not going to make the same mistakes that we’ve been making for a hundred and fifty years when it comes to the lack of indigenous inclusion so that policymakers can see exactly what it means to have indigenous people at the table in the value and the experience, and quite frankly, the brilliance of these people that I get to work with Speaker 1 [00:27:26] or above to ask you more about that as we start to wrap up. What is your vision for the future of indigenous participation and leadership in energy production and natural resource development? I believe that the natural resource sector employs a large amount of indigenous peoples. If I state is correct. Speaker 2 [00:27:44] You totally got it. And what is it, seventy three point nine for seven percent of stats are made up. I’m going to make this one. I’m going to be as close as I can. But you know, my friend Kelly Lindsey runs an indigenous human resource development group. For years, I think it was his work. He talked about seven or eight Canadians out of 100 rely on the natural resource sector. I don’t think Canada even knows this. Seventy 16, 17 percent of our GDP, right, by the way, the oil and gas sector over the next 30 years, or one hundred trillion dollars that are 30 trillion dollars to our economy and it’s big indigenous people. To your point, Teresa think it’s around 17 or 18 at a 20 rely on the natural resource sector. So can you imagine if we don’t get this just transition right, what that is going to do to our people? We’re just getting into the job market. For the last 20 years, we’ve been shut out of the economy because of colonialist practices and racism for how long? We’re just getting a foothold. Understanding what it is to break the cycles of government dependency. And all of a sudden you rip the sectors that that our people rely on the most from underneath our feet. That’ll send us back decades, decades, decades, decades. So my vision for the natural resource sector and indigenous people and so we have more people looking like me, maybe not as funny looking sitting on corporate boards, you know, like my mum said, I got a face for radio, so having more of our people in those leadership positions. It was great. I was there a dozen indigenous people that are now in federal politics. I mean, we need more people at that level and we need the equity pool so that, you know, our vision is that our people are actually the ones doing the the sustainable extraction, running the companies, generating the benefits so that we’re not passive participants. You know, for a long time, we couldn’t get work. Then we got jobs and we started businesses and entrepreneurs and we started joint ventures and now we’re primary producers. I want to see more of that. I want to see two or three indigenous companies in the top hundred companies in the world. You know, that’s that’s the vision I have for our people in the natural resource sector, in this country Speaker 1 [00:30:04] and with the knowledge that indigenous youth are also the fastest growing cohort of youth in Canada. How do you see the next generation innovating in the sector? Speaker 2 [00:30:13] Wow. They are brilliant. They are bright, they’re on fire. I have an almost 18 year old daughter who educates me every time I talk to her. They really do have huge opportunities. There’s still significant challenges, of course, in our communities, which we know we don’t. We don’t have to get into. But when we think about the technology advancements, the opportunities to advance that those youth have so much ahead of them. When I when I look in, I stand on the shoulders of giants like a Phil Fontaine as an example, who’s a mentor of mine, who’s done incredible work. There weren’t a lot of Phil Fontaine’s in the world. Then you get to my group and you know, I get to work with the Clint Davis is the Sherry France, the Tabitha Bowles, the Kim Baird. You know, that group is larger. It’s a larger base, but we’re still very few and we are stretched to the max. And then I look at the youth coming up behind me, the twenty five to thirty five year olds who are being educated and are holding on to their cultures and traditions and communities, and their ability to be able to take that knowledge, combine it with their education. Watch out. These youth are going to transform Canada Speaker 1 [00:31:25] and the world. JP my my last question to you is what tangible, practical lessons or practices can we learn from indigenous stewardship of natural resources, the environment as we move into a lower carbon economy? Speaker 2 [00:31:39] And I think just sit down with our communities and and have some tea, go fishing, go something. The stories that emanate from just being around a campfire with our community members will enrich our lives. And I’ll tell you a little story in a second. The practical things that you can do is, you know, show up if you don’t show up, nothing’s going to get done, show up to community events, show up to business events, support organizations like the RCMP and NAC Mafiosi, and support those organizations that are doing great work procure from indigenous entrepreneurs. Because when you procure from those entrepreneurs, you’re building a relationship and you’re supporting a family or supporting a community and you’re supporting an economy, but you just got to show up. I mean, the practical things, just throw your fear based, your preconceived notions about who we are as people and show up, and that’s going to get you a long way. There’s a book Triple Crown. It’s been a while since I’ve read that, Jim. Apprentices, Buck and I was there today at a panel talking about his fucking and somebody asked me what kind of a similar question. And what struck me about Jim was that he read like one of the three crowns was the indigenous relationships, and he took the time to travel and meet with indigenous people to understand us. And I’ll just relate this back to my one of my very first forestry lessons. I was just a young little wet behind the ears and we were grading trees, one twos and threes. And I’ve told this story many times. So many of us heard this this last thing, and I apologize, but some of you may not have. But our prof said, You know, what’s that tree and what do you think it is? A one is called fine lumber to is lumber and pulp, and three is mostly pulp. And what kind of tree is? And so we are looking and I remember I visit, I remember as a yellow birch and we all started out one two one two and our tech said, Well, you’re all wrong. And we’re like, Well, what do you mean? It’s not one of you went to go around the other side of the tree to see what it looks like. On the other side, that could be a big split down. There could be a tree. So my challenge to your listeners is get up and walk around the indigenous tree if you don’t understand it. How can you work with us? Right? That’s the same thing as just show up, because that’s what’s going to progress this country. Speaker 1 [00:34:01] Relationships show up. That is such a simple yet effective and powerful statement. Thank you so much for sharing your insights with us on disruptors. Speaker 2 [00:34:10] Thank you, Terry. So it’s a real pleasure. Speaker 1 [00:34:14] That was J.P. Gladu board director at Suncor Energy and a principal at Mokwateh Consultancy. We hope you’ve enjoyed these extended cuts from some of our most popular interviews from the climate conversations. A special multi-part series on disrupters. To hear the complete series, go to RBC dot com slash disruptors. Until next time, I’m Theresa Doe. Talk to you soon. Speaker 4 [00:34:41] Disruptors, an RBC podcast is created by the RBC Thought Leadership Group and does not constitute a recommendation for any organization, product or service. It’s produced and recorded by JAR Audio. For more disruptors content like or subscribe wherever you get your podcasts and visit rbc.com/disruptors.

Build confidence, build supports, build infrastructure.

Those are some of the calls we heard from Indigenous leaders in the tech space, when we brought a roundtable together to discuss Building Bandwidth, RBC’s recent report on preparing Indigenous youth for a digital future. The report makes the case for harnessing the power of two growing forces in Canada: the rapidly advancing economy, and the emergence of Indigenous Canadians as the fastest growing youth demographic in the country.

Building Bandwidth was always intended as a conversation starter. Here are five ideas for moving forward, based on insights from Indigenous techies across Canada.

1. “Cohort in community”

Everyone agrees: technology needs to play a bigger role in K-12 education.

But there’s an important caveat. Developing new skills should be community-driven. Parents and teachers play a critical role in nurturing young people’s budding tech skills—they’re the “influencers” long before kids discover Instagram and TikTok.

Blaire Gould, who promotes technology in schools as the executive director of Mi’kmaw Kina’matnewey in Nova Scotia, talked about the value of youth learning alongside others in their community: making friends, building connections. This practice, “cohort in community,” produces better results than pursing school and training elsewhere. Too often, Indigenous youth feel compelled to leave their communities, and find themselves missing their support net and overwhelmed by culture shock.

Similarly, an outside organization coming into the community for a one-off event or weekly workshop doesn’t cut it either, according to Jace Meyer, the executive director of the Indigenous Innovation Institute. That tends to create an “us and them” divide, leaving the impression that the skills came into the community but then left again.

2. Roll out the role models

When Indigenous students don’t see themselves reflected in the tech programs or companies that interest them, it makes them far less likely to take a chance on applying.

Tara Rush, who collaborates with Indigenous communities in her work at Google in Waterloo, talked about actively going to schools and colleges to talk to Indigenous students—particularly in the U.S., where a lot of their hiring is focused—to make it clear you can be an Indigenous face in a Google t-shirt.

The work doesn’t stop once a young Indigenous person kicks off a career in tech. The employer needs to surround them with a good support system, and help them to reach their full potential.

The shift to remote work might make this more difficult. Any employer serious about hiring and retaining Indigenous talent also needs to be serious about advocating for Internet access—the lack of connectivity is arguably the biggest barrier to success. Furthermore, in the absence of face-to-face conversations, anti-racism training will become even more important, so managers and colleagues remain aware of the danger of micro-aggressions and emotional labour on employees who are BIPOC (Black, Indigenous and People of Colour).

3. Build confidence in the future

Mitch Gegwetch, who leads NPower’s Indigenous tech workforce development from Toronto, talked about how, for many Indigenous youth, completing high school or even getting a GED doesn’t seem worth the investment.

There was widespread agreement on this critical point: they need to know where education could lead.

Dallas Flett-Wapash, who grew up on Keeseekoose First Nation in Saskatchewan, recalled how he loved watching YouTube and playing videogames—but didn’t know there was a way into the space for him. It wasn’t until grade 12, when a teacher introduced him to software like Photoshop and video editing, that he saw a possible career in technology mapped out for him. Now he’s a videogame developer, and he leads online workshops as a youth mentor.

Getting the word out early is something Jordan Baptiste takes seriously in his work developing training and education opportunities for Indigenous youth in Saskatoon. They get big smiles on their faces when they learn about careers in tech, he said. Growing up, many assume that the jobs that await them are limited to the skilled trades.

4. Promote purpose

For Nova Scotia’s Gould, the demands of directing education across the province’s Mi’kmaq communities—including long hours and travel—are balanced out by the intrinsic value of working for her community. That’s what keeps her going.

Indigenous youth need to see tech as a means to better social and cultural outcomes, not just career advancement. The tech world tends to emphasis individualism, and capitalism more generally, and that doesn’t necessarily resonate.

“We don’t thrive in white capitalism,” said Shopify’s Tracy Ridler, who works with Indigenous entrepreneurs across Canada. “We thrive in collectivism.”

5. Harness Indigenous creativity

Children are natural innovators, and technology comes naturally to many of them. Nurturing these twin skills from an early age could pay off in a big way, instilling confidence in young people to try new ways of doing things.

Flett-Wapash, the videogame developer, is passionate about his work because not much of the content he consumed growing up was created from an Indigenous perspective. Now he can imagine a world where creative learners such as himself are able to stay within their communities, and create things the community wants—from educational videos to the software to advance policy needs.

Taking this a step further, the roundtable participants talked about the value of truly taking ownership of technology—such as building platforms and infrastructure—in order to see technology as an Indigenous space, where they too belong.

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Sonya Bell joined RBC’s Thought Leadership and Economics team as a Senior Manager, Content Delivery in 2018, coming from Queen’s Park where she was a senior writer to the former Premier of Ontario. Previously, Sonya worked in journalism as a producer at CBC and as a federal political reporter for iPolitics. Between Parliament Hill and Queen’s Park, she spent two seasons as a comedy writer on This Hour Has 22 Minutes.

When Derrick Rossi co-founded biotech company Moderna Inc., a pandemic was hardly top of mind. A decade later, his work on messenger ribonucleic acid (mRNA) molecules—which carry instructions to human cells—has been recognized as critical to the development of the vaccines now fighting COVID-19. Boston-based Moderna (the name is a play on “modified” and “RNA”) is a household name. And Toronto-born Rossi, a stem-cell biologist who retired from Harvard University and Moderna in his early 50s to found a string of biotech firms, has been thrust into the spotlight.

He spoke to John Stackhouse and Naomi Powell from his cabin in Squam Lake, New Hampshire about vaccine hesitancy, entrepreneurship and how Canada can become a biotech leader.

 

Are you double-dosed now?

Oh, yeah. I have been since February.

Did you get the same vaccine or have you mixed?

I got Pfizer, both shots. Not Moderna, oddly. I have an affiliation with Boston Children’s Hospital. I was actually ignoring their emails for about a month and a half. Then finally—I don’t even know what inspired me to open one of these things—but it said, ‘Make your vaccination appointment.’ I said, ‘Ok I’ll do that’. And they happened to be giving out Pfizer that day.

That must surprise people.

I’m really pleased about getting Pfizer because I do a lot of advocacy for taking vaccines. I think it’s really good for me, the founder of Moderna, to say I got the one that was offered. I wasn’t vaccine shopping. All of them that are approved should be taken.

I wasn't vaccine shopping. All of them that are approved should be taken.

What can we learn from the last year about our relationship with vaccines?

We get our first vaccines when we’re infants and we’re barely sentient. And then by the time we’re adults, it’s ‘well, you know, they don’t seem to cause any harm.’ But nobody actually knows what a vaccine is. Part of vaccine hesitancy comes from this not knowing. And wherever there’s a vacuum of information, it’s filled very quickly in this day and age by misinformation.

How do you explain vaccines to people then?

Our immune systems are surveilling what comes into our body and asking: ‘Is this foreign or is this self?’ If it’s non-self, they react to it. That’s what our immune systems do. That’s the second half of vaccination and it’s always the same.

What’s the first half?

The first half of vaccination is about how you deliver that foreign thing into the body. That has many different methodologies: mRNA, protein, adenovirus, inactivated virus, attenuated virus.

Is there any age group you’d hesitate to vaccinate?

There should be no hesitation whatsoever. This is another vaccine against a really deadly disease. And this will be the most studied medical intervention in all of human history. Hundreds of millions of people have now been vaccinated. The safety study is off the charts.

Are you surprised at how quickly vaccines became available?

No. Throughout 2020, you would see pundits saying there’s not a snowball’s chance in hell we’re going to have a vaccine within two or three years. Well, that’s using old technology. Newer technologies can turn on a dime. So the whole time I was thinking, it’s going to be done because I know what this technology can do. And I know the people working on it are really seizing on this as an opportunity to advance the platform.

What role did government and Operation Warp Speed play in the vaccine development process?

It was a really smart idea, because science, like any other industry, moves at the pace with which it can access resources. Not all companies took Warp Speed money. Pfizer didn’t because it’s a giant company and didn’t want to be beholden. Moderna, on the other hand, took Warp Speed money. So now you’re not risking your own money. And in biotech you have to think about risk mitigation.

So, specifically how did that funding speed things up?

Typically when you run clinical trials, you run a phase one, then you analyze all your data before you decide what phase two is going to look like. So it’s a linear progression. This time, they did overlapping clinical trials, which is highly unusual. And basically it’s a risk because at the end of phase one, if it turns out you’ve got the wrong dose, say, you’re not going to initiate phase two because you’re dumping money away. If you’re spending the government’s money, you might feel a little bit more comfortable doing that.

Could you have done the work you did in Boston in Canada?

It certainly doesn’t hurt that I did it in Boston/Cambridge because the ecosystem was in place. It starts with top-tier academic institutions. We made our discoveries in my lab at Harvard, but University of Toronto is comparable. Then there’s venture capital, which is making a lot of money in Boston/Cambridge because a lot of biotech companies come out of Harvard and MIT. The IP experts are all there and there’s been many big successful companies created. So there’s this pool of people that have seen the movie before that you could hire in. Then Big Pharma has come in with major campuses and they’re scooping up biotech companies. All of these things were in place when I did Moderna.

And that ecosystem is foundational for a major discovery like yours?

It was a very transformational technology, no question. Things like that, they come around once every 10 years or so, where there’s something that can be applied to so many different things. Small interfering RNA (siRNA) came before it. CRISPR came after it. It’s about a 10-year interval that you get these big things. And lo and behold, so far, all three of them have happened in Boston/Cambridge.

You’re involved in a lot of discussions about creating a Canadian biotech hub. What have you advised?

Well, I’ve said you need to do it near a top-tier academic institution. I keep pushing Toronto because it’s my hometown. Then you need land—a lot of it. You need a real estate developer to build a bunch of biotech incubators. Then leave a big patch [of land]. So when Pharma wants to come, it can expand out from this hub.

This interview was edited and condensed for clarity.

 


For more on Canada’s burgeoning biotech industry, listen to our Disruptors podcast episode, Rethinking Biotech: How big, long-term bets are paying off.

Listen on Apple Podcasts, Google Podcasts, Spotify or Simplecast

The Issue

The pandemic has created a historic crisis for Canadian colleges and universities. It could present a significant opportunity, too. The widespread use of online learning platforms and tools offers educators a chance to reach a global body of students that could far exceed Canada’s current market.

It won’t be easy – other countries are eyeing the same opportunity and our schools will need to invest to grow, at a time when they’re being asked to cut. But as Canada pursues a knowledge-driven economic recovery, the digital export of post-secondary education could attract talent, create high-value jobs and help colleges and universities reimagine themselves in a pandemic-disrupted world.

POV

The global spread of COVID-19 shocked international education; and it’s not clear how quickly it will recover. So far this year, just three-quarters of the 2019 level of international students have arrived, while the number of study permit applications has plummeted, risking some of the estimated $22 billion in annual contributions these students make to our economy, and straining a sector that supports an estimated 170,000 jobs.

The fiscal impact of lost international student tuition is already hitting colleges and universities. Colleges and Institutes Canada expects only about a third of 2019’s level of new international students this fall. And rising deficits are leaving provinces with fewer resources to fight economic fires.

A concerted effort – among our schools, provinces and federal departments – is needed to resume Canada’s leadership in attracting international students, whose ranks numbered 642,000 at the beginning of 2020. Expedited visa processing, ensuring safe housing and broadening recruitment efforts will be critical.

Yet, international education is also ripe for new models. At the peak of national lockdowns, some 1.6 billion students were pushed out of school, prompting a shift in preferences toward distance and online learning. Among the nearly 300 million new degree-holders we’ll see globally by 2030 – double today’s number – many more will earn their credentials online.

Reaching these potential international students through a hybrid post-secondary model – online at entry, and on-campus at completion – would allow Canada’s universities to be key players in this growing sector. Consider the potential of a collective push among our universities to create a global “Canada U” program. Students would earn credits remotely from their home country, gaining language skills, career guidance and virtual work-integrated learning opportunities – becoming strong candidates to secure admission to upper year studies at a university in Canada.

Key Numbers



The global pandemic slowed student arrivals

Through June 2020, student arrivals among our top-10 source countries fell 26% compared with 2019. More troublesome was the 60% drop in new study permits received by IRCC in April, May and June, and the slow rate of visas processed – only about 10% of last year’s volume was completed this spring.

Yet, internationally mobile learners are motivated to continue studying abroad

COVID lockdowns have discouraged only 5% of international students to fully abandon studies. The majority (54%) are inclined to delay their education by up to 12 months in hopes of starting studies on-campus. Only three in ten plan to begin studying online first.

Number of young graduates set to double by 2030

Asia will produce new graduates at break-neck speed, accounting for more than half of young degree holders over the next decade. The surge will be largely fuelled by China and India, where the number of graduates will grow to 81 million and 70 million respectively.

Global middle class to add 1.7 billion people by 2030

If the COVID recovery is broadly inclusive, the global middle class could swell to 5.7 billion within 10 years, leading to higher post-secondary enrolments, though faculty and funding constraints in the global south may slow institutional growth. India – Canada’s largest source of international students – could see some 600 million move to middle income levels. Meanwhile, Ethiopia, Angola and Cote D’Ivoire could together add over 20 million to the middle class.

Online cross-border education market reaches double global learners

An estimated 13 million students are earning credits online from a foreign institution. This is double the roughly 6 million on-campus international students in 2019. Canada (12%) has been the third most popular destination for on-campus international students, behind the US (21%) and Australia (13%). But it remains a minor player in cross-border online learning.

Key Questions

1. How could an online focus strengthen Canada’s international education strategy?

Online education was absent from Canada’ international education strategy, released in August 2019. Just six months later, the federal government moved quickly to allow foreign students to complete up to 50% of their program online from their home country. While this was intended to shore up existing students amid the pandemic, it opens the possibility of a new approach to our global education engagement.

Canada’s universities have already made significant investments in remote learning methods and technology, having moved 1.4 million students online this spring. Left fragmented, these resources can serve the immediate needs of schools; but combined into a unique international program, they could magnify their reach.

Canada U would engage more students in more places, combining the flexibility of a MOOC, the rigour of a Canadian credential and the appeal of experience in the Canadian workforce. Broadly, here’s what it could include:

  • Open, rolling enrolment for early-year online studies in their home country.
  • Lower per-credit tuition costs, driven by the scale of massive global enrolment.
  • Opportunity to accumulate credits towards a Canadian credential, or transfer to a domestic university.
  • Canadian based faculty, and remote counsellors for academic, career and language development.
  • Networking opportunities via Canadian trade offices in their country or satellite campuses.
  • Chance to undertake remote work-integrated learning (WIL) with a Canadian employer.
  • Opportunity for admission to on-campus learning at a Canadian school, once student has achieved equivalent credits to 50% of desired program.

Such an approach could open Canadian education to millions of young, mobile learners.

This would be no small undertaking. It would require unprecedented collaboration among our universities to provide course instruction and materials, with supports from federal and provincial governments to build digital infrastructure and global marketing, and among provincial credit transfer bodies to ensure smooth academic transitions.

2. How big is the online education market?

The OECD estimates that over 13 million students participate in cross-border online education, through both formal institutions and online platforms. The majority of these learners – while benefiting from the convenience of online studies – are not putting those credits toward a degree.

The UK has the largest number of remote international students working towards a degree – at 120,000 or about 12% of their enrolled foreign students. The culture of open distant learning (ODL) has been a key part of the UK’s strategy, cultivated across the Commonwealth – with the Open University in the UK claiming more than 2 million global graduates. By contrast, in the US, only about 5% of international students are based outside the country, and at Canada’s largest online-only school, Athabasca University, just 3% are international students.

The most significant growth over the last decade has been among MOOCs, or massive open online courses, that offer short-term courses. Though characterized by low course completions and poor student retention, their use has spiked amid the current economic uncertainty as learners seek to upgrade skills.

One of the largest platforms, EdX, claims to have had 33 million learners – nearly 70% from US and Europe. New entrant Lectera is launching a multi-lingual, fast-training program focused on workplace skills to reach global students. Google is entering this space too, providing fast-track online learning for job-focused skills to compete with traditional college diplomas.

Developed by MIT and Harvard, Edx has successfully bridged MOOC and traditional education with its MicroBachelors and MicroMasters programs, where students from anywhere can earn credits online, fast-tracking their learning when admitted on-campus. The success of these efforts demonstrates the potential for a “Canada U” program.

3. Do international students want to study online?

International students prefer– by far – to study on-campus, when possible. Surveys have repeatedly shown a strong desire among these learners to transition to the Canadian job market, with 70% intending to work here after graduation. Only the reputation of our education system (82%) and perception of a safe, tolerant society (79%) rate higher.

Yet, when we look at those who study primarily online, students in emerging countries appear to have a higher motivation to earn foreign credits online. Among MOOC students in Colombia, Philippines and South Africa, 49% completed at least one course; among those employed, it jumped to 70%, a 2016 survey found. By comparison, only 5 to 10% of MOOC students in the US and Europe will complete their online studies.

A Canada U could achieve a balanced approach of online and on-campus; offering accessible remote learning to many, with a pathway to completing studies at a Canadian school.

4. Where is the demand for greater post-secondary education?

Among Canada’s top originating countries of international students, five have seen enormous growth in high school completion that hasn’t been matched by post-secondary achievement: Vietnam, Brazil, Iran, China and India. Among them, the proportion of adults (over 25) with only a high school diploma jumped between 1990 and 2010.


Upper Secondary education completion among adults (25+) without tertiary education, select countries



This growth shows two things. First, the value of high school completion is rising in developing nations. Second, there has been a slower capacity to convert these learners to post-secondary degrees. It’s no surprise either that the top originating countries of international students are also source countries of new Canadians; last year over 11,000 new permanent residents previously studied here. For Canada, education exports have led directly to talent imports.

Online education can attract more international students than traditional on-campus education by lowering the high financial barriers of tuition, travel and housing. Cost will be a key factor for families arriving into the middle class. This year alone, currency pressures have seen the Canadian dollar appreciate greatly against the Brazilian Real, Nigerian Naira, Ethiopian Birr, Russian Ruble, and slightly against the Indian Rupee and Chinese Yuan – boosting tuition costs.


 

What to Watch

 


  • As colleges and universities reopen, and travel restrictions ease, will applications to study in Canada return to pre-COVID levels? Do we have enough capacity to promptly process applications?
  • How will universities perceive their new online education resources, as strictly emergency spending or a potential growth opportunity? Can schools collaborate towards more shared online resources?
  • To appeal to global students, will universities attempt a larger physical presence abroad, through satellite campuses or local partnerships?
  • How can the intellectual property of online education be secured when entering markets with poor censorship or legal regimes?

Key Stakes

Education is a global social good. It is also a potent global market. The two concepts should not be separated. Canada has an excellent reputation abroad for high quality education; it’s one of the things we do best, with the highest rated tertiary education among the OECD and an already impressive share of international students choosing to learn here.

In the increasingly global knowledge economy, education is one of Canada’s greatest competitive advantages. Our deep alumni network of foreign graduates helps foster business networks abroad and strengthens trading relationships. Our robust student work permits lead to strong talent acquisition as a pathway to permanent residency. As Canada looks to rebuild for the 2020s, international education must be a key plank in our national strategy.

Canada U is one idea to help us get there. Embracing this bold venture will mean breaking down the artificial barriers between our higher education institutions and provinces to promote a collaborative, platform approach to international education. It will also require new funding to assemble the necessary technology, faculty and global marketing to make it a success, without clawing back existing transfers to our universities.

There is no shortage of competition in international education – from traditional universities to tech upstarts to growing domestic higher education – but Canada is uniquely placed to lead (if it wants to).


How the COVID-19 Crisis will Transform Higher Education

Listen to Podcast


This report was authored by John Stackhouse, Senior Vice-President, and Andrew Schrumm, Senior Manager, Research, in the Office of the CEO

“I told them straight up, I’m not technically gifted,” Adatia said. “I bring something different.”

In the end, he landed the job. In the age of disruption, different can be good.

In a new RBC report, Bridging the Gap: What Canadians Told us about the Skills Revolution, we followed up on our landmark research into the future of work, Humans Wanted, by spending a year travelling across the country, engaging with students, educators, business owners and policymakers.

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Over the course of those discussions, a number of insights emerged into how the skills revolution is playing out across our country — and the challenges we need to confront.

One of those challenges is that Liberal Arts programs are in decline — even though demand for their skills is up. We heard from employers that they are increasingly looking for candidates with the soft skills cultivated in the arts and sciences, such as critical thinking and communication — but post-secondary leaders told us enrollment in the Liberal Arts is down by double-digits.

In our tech-obsessed society, public discourse is so hostile to the humanities that young people are turning away from them, according to Patrick Deane, the president at McMaster University.

“Parents, governments and society at large underestimate the critical skills fostered in the humanities – this is a long-term systemic and cultural problem,” Deane said.

Between 2011 and 2017, enrollment in the humanities fell by 17.5%. Over the same period, enrollment increased by 45% in mathematics, computer and information sciences. These areas of study are seen as a more direct path to a steady job after graduation, the holy grail for young people who grew up in the shadow of the Great Recession.

Students studying arts and sciences find themselves worrying about where they fit into the future of work.

“Everyone’s scared of not getting a job,” Adatia said. “You can have a passion but you can’t have a job, that’s the perception.”

But it’s not the reality. While students are increasingly choosing specialized training, employers are looking for well-rounded graduates. According to LinkedIn, the top soft skills employers are having trouble hiring for are creativity, persuasion and collaboration.

“Soft skills are every bit as important as numeracy,” said Steven Murphy, Ontario Tech’s president and vice chancellor.

Adatia, whose philosophy major is complimented by a minor in commerce, found his future employer was willing to help get him up to speed on the technical aspects of the job. The team was excited by the skills he already brought to the table, like the ability to think critically, argue and reason.

Today’s demand for a Liberal Arts skillset isn’t happening despite automation. It’s happening because of it. As more tasks become automated in the workplace, there is a growing demand for people with the skills to both complement and collaborate with technology.

Employers are looking for technical capacity as a baseline. Those who get hired, like Adatia, are the ones that can demonstrate communication and complex problem solving skills.

Heading into the 2020s, we need more curiosity and creativity from all new grads in Canada. This is behind a growing push for interdisciplinary learning. While STEM grads need soft skills, humanities programs need to focus on providing digital fluency to their students. Gone are the days when students can be a ‘master of one’.

The future of work may be changing, but Canada’s youth have the potential, the ambition and power to impact the world around them.

Getting the word out to young graduates about the opportunities that await them is a communications challenge for employers and career counsellors.

Our Bridging the Gap research shows arts students exactly what to do with their B.A. after graduation: put it on their CV.

The launch of the Vector Institute last week is the latest in a series of public and private partnerships and investments around AI in Canada, including the RBC-supported NextAI accelerator program and a new Google office focused on AI development.

University of Toronto professor Geoffrey Hinton—known internationally for his work on neural networks—is the chief scientific advisor to the Vector Institute, and it was his groundbreaking research that helped kick-start the AI renaissance half a decade ago.

The AI pioneer was one of a small group of scientists at Canadian universities that kept the dream of machine learning alive when previous cycles of AI hype went bust. “It’s people in Canada who made it work,” Hinton said. “For 50 years, people in AI said this is nonsense, you’ll never make this work. Now that it works, they’re saying AI is great.”

AI’s possibilities are vast. In healthcare, AI programs are already helping doctors identify cancer and other anomalies on MRI and x-ray results. In business, customer service chatbots are helping book trips and resolve online disputes. And learning algorithms are already trading equities and optimizing portfolios at banks like RBC.

That explains the gold rush in AI: startups in the field raised US$5 billion last year, nearly 10 times the total for 2012. Despite Canada’s early lead in AI research, much of that money—and the brains behind AI—has gone south. Efforts are underway to reverse some of the tide.

On Thursday, University of Toronto president Meric Gertler compared the Vector Institute to the U.S. government’s early investments in what later became the Internet. “Its significance could not be understood at the time,” he said. “Today’s announcement represents a similar opportunity to drive innovation, job creation and long-term growth in Canada.”

The Vector Institute launch followed the March 22 federal budget, in which Ottawa announced $125 million for its Pan-Canadian Artificial Intelligence Strategy, some of which will support the institute.

Hinton himself joined California-based Google in 2013, becoming, at 64, the company’s oldest intern. Yann LeCun, a French researcher who did post-graduate work in Canada, was hired by Facebook to run its AI lab. University of Alberta professor Richard Sutton taught a cohort of students that went on to help build AlphaGo, the Google AI that has become unbeatable at the 2,500-year-old Chinese game of intuition and strategy. And Microsoft has now added University of Montreal professor Yoshua Bengio as an advisor after snapping up natural language processing startup Maluuba to boost its AI efforts.

How to halt the brain drain? Hinton said the best researchers have a few basic demands: access to vast amounts of data, enough time to pursue research ideas that might not work out, and to be surrounded by others with similar goals. “What the Vector Institute is going to give us is a big concentration of really good researchers with access to data and plenty of time to do research,” he said.

Earlier this year, RBC became one of the core sponsors for the NextAI accelerator program for AI entrepreneurs. The first cohort of 20 teams was finalized in early March. Last October, RBC opened the doors of its RBC Research in Machine Learning Lab, led by researcher and entrepreneur Foteini Agrafioti.

“The opportunities for new discoveries in the field of deep learning are very exciting, and the applications are endless,” Hinton said in the release announcing the launch of the institute.

John Stackhouse and Peter Henderson contributed to this piece.

Alternate YouTube video with closed captioning

Here are some key qualities to look for in potential board members:

  • Experience
    Identify seasoned professionals who can add value, insight, credibility and experience to guide your company.
  • A willingness to push you
    Look for individuals who are going to challenge your ideas and strategies to help you get to the next level.
  • Specialized knowledge
    Tap individuals with unique skills to create well-rounded thought leadership around the boardroom table.
  • An understanding of the big picture
    Your board members aren’t there to get in the weeds. You want them to have a broad vision, and to be in tune with what’s happening out there in the world.
  • A network
    The best directors know lots of people—contacts that are aware of pending changes to regulations, know talent outside your circle, or have the inside scoop on office space or suppliers.
  • An ability to raise your profileThere’s great value in board members who can open doors to public-speaking opportunities, introduce you to decision-makers, and promote your brand.

When hiring a director, there’s a lot to consider. This individual will be your partner, advocate, co-strategist and a key investor in your success.

Here are some key questions to ask when hiring a director:

  • What else have you invested in?
    Explore whether there are synergies that can be leveraged between their investments.
  • Can you introduce us to your network?
    Remember, this individual’s rolodex is one of his or her most valuable contributions to your company.
  • Have you operated a startup before?
    If you only look at the financials of a startup, they don’t always make sense. The market may not exist yet, the need may not be established, and everything is new. You need someone who has been there before, and has the ability to envision a new market.

When you’re running a business, relationships are key to your success. As you scale up and even look to go public, you’ll need a board that’s behind you every step of the way, and shares your vision for the company you’ve started. Select carefully, take your time, and hire outside help if you need a professional opinion throughout this important process.

For a room packed with (current and future) business owners, the advice and insight proffered was as valuable as it was authentic. Here are 10 tips that came out of Go North that every tech entrepreneur might want to take to heart.

1. It’s all about talent

Seriously. Hiring and keeping the best in talent is the single most important thing you can do for your company. And some words of wisdom: Hire for potential over experience, and if you’re not qualified to hire the very best for every role, get outside help.

2. Pick up senior talent

Having the best tech minds is one thing. But if you want to take your business to the next level, you need seasoned business talent that’s been there, done that. Add seniority to your team and find someone who has managed a product team, understands marketing, and has the vision and experience to scale your company.

3. Don’t sell out too early

Dragon’s Den star Michele Romanow told us that when you look at all of the companies that have been sold over the last year, and how much they have appreciated, Canadian companies rise to the top. That means our companies are the most undervalued in the world and our startups are getting wooed too quickly by big companies with big offers. Instead of getting tempted by the first juicy offer, recognize the value in your company and either hold out for more or hang on and keep building.

4. Leverage the community

Our tech community is collaborative, friendly, honest and chock full of people willing to share ideas, advice and knowledge.Use this to your advantage. Find mentors who are about a year ahead of you, since they’ve just been through the challenges you’re facing and have come out the other side.And if you’re thinking of selling? Ted Livingston of Kik and Harley Finkelstein of Shopify both said they would be willing to act as mentors for startups in the community, and discuss the process with you.

5. Don’t underestimate the value of the U.S.

While you might be thinking of steering clear of the U.S. right about now, keep in mind that they’re still likely your biggest customer (and if not, they’re your biggest opportunity). What’s more, the U.S. sets the tech agenda for the world – you need to make it there if you want to make it big.

6. Go public when you’re ready

Going public makes you think longer term about your business, and provides the capital structure you need to focus on building it. Just make sure you’re ready for it. To become a public company, you need to look like one and act like one, with buttoned-down policies and procedures, and a solid track record of performance.Need help with that? See #2.

7. Know you’re good enough

Confidence has always been one of the biggest issues for Canadians – and when it comes to our tech companies, the pattern continues.Sure, something could go wrong with your company, your IPO or your next launch. But that’s not what you should be fixating on.Focus instead on your strengths, your potential and your awesome product. A doubtful entrepreneur never wins.

8. Find the right investors

You may be at the stage where any investor seems like the right investor.Just keep in mind that you will likely be spending a great deal of time with your investors, so look for a firm that you can partner with – who shares your vision, fits your style, and can offer more than just funding. It’s also smart to seek out investors who may be lighter on capital but heavier on advice, energy and guidance. These are the people who tend to come through during clutch situations.

9. Look up once in a while

It’s easy to get so focused on perfecting your product that you spend all day every day with your head down.Once in a while, step outside your office and get ideas and feedback from the people and companies around you.Don’t lose sight of user experience.

10. Actively hire for diversity

Diversity of background, experience, gender and age brings diversity of thought, ideas and perspective. You want a mix of people around your table so that together, you can create breakthrough ideas and experiences. Keep in mind, if you’re looking in the same places or using the same hiring campaigns all the time, the same kind of people will come knocking. Expand your hiring horizons, actively look for people different from you, and see what great things unfold.

 

No wonder talent was one of the hottest topics at Go North, a brainstorming conference for entrepreneurs put on last month by Google and RBC in Toronto. There was a lot of talk about what Canada’s doing right—producing STEM (Science, Technology, Engineering and Mathematics) grads that are the envy of the world, for one—and what companies here need to do better. Here are some of the takeaways.

What we’re doing right

Our universities are producing top tech talent

  • Canada has a highly educated talent pool, drawn from universities and institutions that produce some of the best technology graduates in the world.
  • Our schools go beyond offering some of the strongest math programs around: they’re also teaching students how to apply it—in computer science, in real-world scenarios, and for the benefit of new technology companies.

What we need to (continue to) do to succeed

Empower to retain

  • Engineers, by nature, thrive on learning. In order to retain top talent, it’s critical to empower them. Instead of saying “You need to build this,” an employer should be saying “Here’s the problem. Now solve it.”
  • Employers also need to be mindful of overprescribing. Trust your employees with the challenges you’re giving them.

Leverage Canadians’ sense of loyalty

  • Canadians have a sense of loyalty.Employees will stick with a company for years, rather than jumping from business to business, as is more common in Silicon Valley.
  • What this means for entrepreneurs: employees who joined your firm when it was a startup will often ride the wave with you instead of running for the hills (or Valley).

Hire for potential over experience

  • Talent is irreplaceable.You’ve got to find people who really have it. You can teach skills, and let them build experience with you.
  • Other things to look for? Fit, personality, aptitude, interest, energy and passion.
  • Look for people who love to solve problems—it doesn’t matter what kind. What matters: their enthusiasm for digging into a problem and their talent for finding a new solution.

Then, hire for experience

  • When you’re ready to scale up your business, identify people who have experience in larger organizations.
  • Find people who know how to take a company from a few dozen employees to a few hundred. Look for leaders who can manage product, finance, marketing and operations teams.

Diversify your employee base

  • Don’t hire only people who are like you. Actively look for diversity of background, gender, experience and age.
  • A diverse set of employees can foster a range of thought and perspective, lead to unique ideas, innovative solutions, and breakthrough experiences.

Where we need some work

Our talent pipeline needs to stay stocked

  • While our post-secondary institutions are doing a bang-up job of producing exceptional talent, Canada could do more to develop early-stage tech skills.
  • Other countries have integrated a coding curriculum into elementary programs—if Canada wants to compete, we need to introduce technology into the school system earlier, and more effectively.

Face the talent shortage head-on

  • To build a globally competitive company, it’s critical to bring talent in from around the world. Canada makes up 2% of the global population.That means we can’t build companies with just Canadians.
  • While a firm has to compete on salary, it’s also important to highlight the other benefits of living in Canada: affordable living, work-life balance, employer-employee loyalty, and an incredibly collaborative community that drives a culture of innovation.

Have efforts to improve gender diversity in the workplace stalled? Women are reaching the top ranks at Canadian companies in greater numbers than ever before. But men are still two to three times more likely to be in senior management positions, according to Catalyst, an organization focused on workplace inclusion. What gives?

We looked for some answers at Catalyst’s Canada Honours conference in Toronto in November, which featured four people who’ve championed women’s advancement in their own firms. They included Frank Vettese, CEO at Deloitte Canada; Carol Osler, Senior Vice-President of TD’s Financial Crimes and Fraud Management Group; Philip Grosch, a partner at PwC Canada; and Anna Tudela, VP of Diversity and Regulatory Affairs at Goldcorp. These executives made it clear that Corporate Canada, across a broad swath of industries, takes the issue of gender diversity seriously. But there’s lots more work to be done.

Here are some takeaways:

1. Recognizing Unconscious Bias Is Key

Even with policies in place to develop and promote women, they’re still under-represented, especially at the top. One problem: Unconscious bias is alive and well. At Deloitte, Vettese spearheaded the Canadian Women’s Initiative, or CanWin, to get women to see themselves as potential partners in the firm, and to help get them there. Then, when the numbers didn’t change significantly, Vettese decided to look at his own biases. “I realized I was bringing in people that looked a lot like me,” he said.

Bias took a more traditional form in Osler’s field of security. Male hiring managers looked for candidates who were tall or strong, or as she said, able to “bring him down.” Osler’s solution: take physicality out of the equation, and look for gender-neutral attributes like powers of observation.

Vettese raised another important point. Some people are biased against the idea of promoting diversity: seeing it as frivolous, or a diversion from a firm’s core business. How did Deloitte change that mindset? By baking diversity into its value proposition to clients, by making the business case that a diverse set of partners produce better ideas, and results.

2. Career advancement is not always a straight line up

Osler said she’s done well in security by taking every opportunity to learn, and by focusing on her skills. She also credited her success to another choice: not sitting still when she bumped up against her employer’s glass ceiling. After being passed over for a promotion she thought she deserved, Osler opted to leave and take a lower-paying position elsewhere. She eventually came back to the same firm, in a leading role.

Tudela sidestepped perceived barriers by taking a job at an exploration-focused mining firm for the varied experience it provided. She urged women in her field not to be afraid to take chances, like putting in a stint at a remote mining site. And if you aren’t getting promoted, don’t wait. “Sometimes, if you’re a woman, you need to be moving to find out where you want to go,” she said. That’s what took her from South America to the U.S. to an executive position at one of Canada’s largest mining companies.

3. Quota, no. Metrics, yes

Some European countries, tired of the slow pace of change when it comes to achieving gender parity in the workplace, have set corporate quotas for women in executive and board ranks. Norway has gone that route, as has Germany. So far, the results have been mixed. And the four panelists had no interest in importing the experiment. Quotas imply “a lack of merit,” Osler said.

But without hard targets, how do you bring about change? Grosch said “putting a lens” on your practices is key — meaning a firm has to take a hard look at its hiring, and employ numbers to measure success. Vettese suggested boosting engagement and flattening out management structures as a way to go.

4. Tone from the top. Action from the bottom, and everywhere else

Our panelists agreed that buy-in from a firm’s leadership is key to ensuring more women get promoted. When leaders take gender diversity seriously as a business issue, their employees are more likely to as well. But is change happening fast enough? Maybe not, especially for millennials. This generation is accelerating change by voting with their feet when they don’t see it happening fast enough, Grosch said. Regardless of gender, professionals under the age of 35 see the opportunity to strike out on their own, or to join a start-up, as a reasonable alternative to corporate frustration. For large employers, it’s not just a loss of employees, but a loss of diversity. The panelists advised companies to set an expectation for their staff, and then give everyone, regardless of level, the chance to make things happen.