Working without a treaty: Indigenous employment dynamics in the Côte-Nord mining sector

The Innu workforce of Québec's Côte-Nord region, located in a territory not covered by a modern treaty, represents a young and growing population, many of whom seek employment in the mining and metallurgical industry. However, despite the signing of Impact and Benefit Agreements (IBAs) intended to promote Indigenous employment, Innu representation within mining companies remains limited. This study aimed to document the factors influencing the recruitment, integration, and retention of Innu workers in this strategic regional sector. Sixty-five semi-structured interviews were conducted with Indigenous and non-Indigenous participants, including mining and service-provider employees, company managers, and economic development officers. The findings indicate that the proportion of Innu employees within mining companies remains low (2.34%), compared to their strong presence among service providers (33.6%), where they predominantly occupy entry-level positions. Although IBAs have enabled the implementation of certain employment-support measures, their application remains uneven and is sometimes constrained by collective agreements, particularly with regard to access to training, promotion, and residential mobility. Positions involving the operation of mining equipment or heavy machinery were valued and associated with pride and personal fulfillment. However, compared to other regions, the sector lags behind in implementing structured career progression measures that would facilitate access to such positions, thereby limiting the development of long-term employment pathways for Indigenous workers. Fly-in fly-out work arrangements are preferred over relocation to Fermont, as they allow Innu workers to maintain close ties with their communities while accessing employment opportunities. • IBAs were concluded on the Côte-Nord despite the absence of a modern treaty. • Innu workers represent 2.34% of mining employees vs 33.6% among service providers. • Tensions between IBAs and collective agreements constrain Indigenous employment. • FIFO arrangements better align with Innu workers' community ties than relocation. • Career progression viewed as essential and a source of pride but remains limited.